Weingarten Rights: The Right to Representation
If you are ever called into an interview meeting with your supervisor or manager that might result in discipline, you have specific representational rights. These rights are summarized below.
- You have the right to have a Union steward present.
- If you want a steward there, you must ask for them.
- If you do not know why your manager wants to meet with you, ask them if it is a meeting that could result in a discipline.
- If your manager refuses to allow you to bring a steward, repeat your request in front of a witness. Do not refuse to attend the meeting, but do not answer any questions either. Take notes. Once the meeting is over, call your steward at once.
- You have the right to speak privately with your steward before the meeting and during the meeting.
- Your steward has the right to play an active role in the meeting. She or he is not just witness.
This statement could save your job: “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.”
Know Your Rights
As Employees in the United States of America, YOU HAVE RIGHTS!
Federal and state law guarantees your right to form a union. Employees who are eligible to form unions have the following rights at work:
- You have the right to form a union with your fellow employees.
- You have the right to read, distribute and discuss union literature.
- You have the right to encourage your co-workers to form a union.
- You have the right to attend union meetings.
- You also have rights covered under your constitutional right to freedom of speech and freedom of association.
Management can not legally punish or discriminate against any worker because of union activity. For example, management can not legally do the following:
- Threaten to or actually fire, lay off, discipline, harass, transfer, or reassign employees because they support the union.
- Favor employees who don’t support the union over those who do in promotions, job assignments, wages, hours, enforcement of rules, or any other working condition.
- Shut down the work site or take away any benefits or privileges employees already enjoy in order to discourage union activity.
Garrity Rights (PUBLIC ONLY)
FMLA Fact Sheet
Compliance Guide to FMLA
|Handy Reference Guide to FLSA|
|FLSA Fact Sheet|