Know Your Rights!
If you are called in by your manager and you think the conversation is adverse and that you could be in trouble, know your rights!
If an employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says, the employee has the right to request union representation. Management is not required to inform the employee of his/her representation rights; it is the employees responsibility to know about them and to request representation.
The right of employees to have union representation at investigatory interviews was announced by the U.S. Supreme Court in a 1975 case (NLRB vs. Weingarten, Inc. 420 U.S. 251, 88 LRRM 2689). These rights have become known as the Weingarten rights.
Employees have Weingarten rights only during investigatory interviews. An investigatory interview occurs when a supervisor questions an employee to obtain information which could be used as a basis for discipline or asks an employee to defend his or her conduct.
When the employee makes the request for a union representative to be present management (the manager) has three options:
- Management can stop questioning until the representative arrives.
- Management can call off the interview or,
- Management can tell the employee that it will call off the interview unless the employee voluntarily gives up his/her rights to a union representative (an option the employee should always refuse.)
Employers will often assert that the only role of a union representative in an investigatory interview is to observe the discussion. The Supreme Court, however, clearly acknowledges a representative’s right to assist and counsel workers during the interview.
The Supreme Court has also ruled that during an investigatory interview management must inform the union representative of the subject of the interrogation. The representative must also be allowed to speak privately with the employee before the interview. During the questioning, the representative can interrupt to clarify a question or to object to confusing or intimidating tactics.
While the interview is in progress the representative can not tell the employee what to say but he may advise them on how to answer a question. At the end of the interview the union representative can add information to support the employee’s case.
Whom to call:
- Vera Acevedo, Chapter President, email@example.com, 408-924-5200
- Sarah Portales, Secretary / Treasurer, firstname.lastname@example.org, 408-924-1993
- Michael Condon, Membership Chair, email@example.com, 408-808-2116
- Patricia Jones, Steward Representing Bargaining Unit 2, Patricia.Jones@sjsu.edu, 408-924-6115
- Jose Rico, Steward Representing Bargaining Unit 5, firstname.lastname@example.org, 408-393-9588
- Gilbert Villareal, Steward Representing Bargaining Unit 7, Gilbert.Villareal@sjsu.edu, 408-924-2952
- Dennis Fox, Chief Steward, Steward Representing Bargaining Unit 9, email@example.com, 408-924-2334