Weingarten Rights

Your Weingarten Rights

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…

My 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 or steward be present at this meeting. Without representation, i choose not to answer any questions.”

You are entitled to union representation…But it is up to you to insist on union representation. If you fail to do so, you may waive your rights. Do the following…

  • Ask your supervisor if you might be disciplined as a result of the interview. If he says “NO”, ask for a written statement to that effect. If he gives you such a statement, you must participate in the interview. If not, read him your Weingarten rights, remain for the meeting, take notes, and afterwards immediately contact your union representative.
  •  If he/she says you might be disciplined but will not allow you to have a union representative present, read him your Weingarten rights, stay in the room, take notes, and do not respond to any questions. Afterwards, contact your union representative immediately. If he allows your union representative to be present you should participate in the interview.

Employee Rights Under The Weingarten Rule:

An employee who is called to an interview with his or her employer which may lead to some disciplinary action, is entitled to Union representation. In NLRB vs. Weingarten and its companion case, ILGWU vs. Quality Mfg. Co., (88 LRRM 2689), the Supreme Court agreed with the NLRB, that an employee has the right to Union representation at an investigatory interview the employee reasonably believes will result in disciplinary action. Seeking Union representation in a confrontation with an employer, the court said is protected activity within the meaning of Section 7 of the National Labor Relations Act. The Court added these limitation to its ruling:

In subsequent decisions, the NLRB has expended the right to Union representation.

  • The right arises only when the employee requests Union representation;
  • Exercise of the right to Union representation may not interfere with “legitimate employer prerogatives,” such as the employer’s right to conduct an interview without undue delay;
  • An employer need not justify its refusal to permit Union representation but may go forward with the investigation from other Sources;
  • The employer is under no duty to bargain with the Union representation during an investigatory interview and may insist on hearing only the employee’s account of the matter being investigated. (There is, of course, a duty to bargain during a disciplinary interview, or grievance hearing.)