Site Map Icon
RSS Feed icon
 
 
 
     

Teamster News Headlines
 
Safeway.com Grocery Home Delivery Drivers Overwhelmingly Ratify First-Ever Teamster Contract
Teamsters End Strike at Republic Services in Atlanta
Tentative Contract Provides Full-Time Workers With A More Secure Future
Read the National Master UPS Tentative Agreement Here
Teamsters Go Out on Strike at Republic Services in Atlanta
Teamsters Weekly Updates, Ending August 9, 2018
East Meets West: Taiwan-Teamsters JC 42 Labor Reps Meet and Confer
Leaders of UPS and UPS Freight Local Unions Approve Tentative Agreements
Hoffa: Mo. Voters Side With Unions Against Corporate Effort to Impoverish Workers
Teamsters Statement on Proposed OSHA Rule Tracking Workplace Injuries and Illnesses
 
     
Weingarten Rights

Employees are entitled to have a Union representative present during an investigatory interview that may lead to discipline. Management has no obligation to inform you of this right. It is up to you to assert your right to Union representation.

The Union representative helps protect the employee from coercion or intimidation, and serves as an advocate and a witness to what occurs in the meeting.

Remember, if you are called into a meeting with any management representative and have reason to believe that disciplinary action may result, read them your Weingarten rights.

"If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative, officer, or steward be present at this meeting. Until my representative arrives, I choose not to participate in this discussion."

Weingarten Rights FAQs

Q.   What are “Weingarten” rights?

Employees have the right to a Union representative at an investigatory meeting if they reasonably believe that the investigation could lead to disciplinary action.  The U.S. Supreme Court upheld these rights in the 1975 case of NLRB v. J. Weingarten, Inc.

Q.  Must the employer inform the employee of his/her rights?

No.  The member must request a representative; the employer has no obligation to inform the employee of that right.

Q. Do workers have the right to Union representation at every meeting regarding discipline?

No, only investigatory meetings – i.e., meetings in which the employer  will be gathering information.  The employer is not required to include a Union representative in non-investigatory meetings, for example, a meeting whose only purpose is to issue discipline already decided upon.

Q.  What is the best way for the employee to find out if the meeting could lead to discipline against him/her?

Ask the employer: “Could this meeting lead to discipline against me?

Q.  What can the Union representative do in the meeting?

The Union representative has the right: 

-      to know the subject of the investigatory hearing;

-      to confer with the member prior to the hearing;

-      to speak/participate in the hearing. 

BUT, the representative cannot argue the case; this is not a grievance hearing.

Q.  What should I do if the employer denies my request for Union representation, and orders me to attend the meeting anyway?

It is probably best to refuse to participate.   Attending the meeting alone, without Union representation, offers many risks and few benefits.


 
 
Teamsters Local 2010
Copyright © 2018, All Rights Reserved.
Powered By UnionActive™

472627 hits since Jan 22, 2013
Visit Unions-America.com!

Top of Page image
  Login