what is wrongful discharge? and what happens when a union wont fight it?

since when is it contractually legal for a companY that is bound by a union contract to punish employees for breaking minor rules that lead up to and including termination, while letting others get away with exact same rule violation? since when is it legal for a supervisor who has been notified that a prior work related injury has become unsafe and interprets work restrictions in a way that gets the employee reinjured in the same spot? since when legal for that employee to get wrote up if he shuts down a press to go clean out his wound if no one is around to relieve him especially if work restrictions specifically say to keep it clean? how can a supervisor conduct himself in a manor that he dosent ask if further medical assistance is needed, or he scolds the employee in front of other employees? since when is legal for a supervisor to know about another employee who shuts a press down to go to bathroom just a few minutes after she comes back from break and nothing happens her? since when is legal for management and supervisors to blame employees for some thing that is a blatant lie then turn around and tries to misdirect the lie. if a company investigates an incident, doesnt that company have to conduct a proper investigation and talk to witnesses? what happens if an employee has proof of wrong doing. what if that proof is pictures, signed papers, and witnesses. what happens if a lead union official states that because of previous write-ups and his opinion, that my case has no merit and he will not procede any further? since when can a union steward and an employee be told by a supervisor that a grievance cant be filed? what happenes if union stewards dont file the proper paperwork when they are asked? what if these write-ups and termination is keeping me from getting another job? what if a company gives others a last chance agreement but tell other it no longer exists, yet another union steward gives information on the company allowing some on the shift she respresents? what happens if upper-management gives specifics on what is company property, and a plant rules state that employees leaving company property must clock in and out or vise versa and and employees dont? i was terminated on 3/25/2011 as the company would describe as too many write-ups within a year. it goes on to state that my termnination date was 3/23/2011. there was no description of what the write-ups were about. every instance i have given is a factor on why i was wrote-up or has something to do it. i have been waiting for the union to get back to me with what they were going to do over my case. i had to call an union representative myself to find out what was going on. the lead union offical that based on my past write-ups and his opinion that my case had no merit to take any further. i recently commented that i do have pictures, witnesses and signed papers as proof of wrong doing. i will provide more papers and whatever is needed. please advise if any further action can be taken. kris fellhauer 419 307 6083 416 355 8662