Standing up for our patients, our colleagues, and our comminuty
SEIU Local 1021
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ZSFG RN Chapter Steward Meetings: 1st & 3rd Thursday 1000-1100​
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Laguna Honda Hospital Steward Meeting: 3rd Thursday 1100-1200
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Community Health Steward Meeting: 2nd Wednesday 1100-1200
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Jail Health Steward Meeting: 2nd Thursday 1100-1200
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SB1334
7 Tests of Just Cause for Employee Investigations
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Weingarten rights
KNOW YOUR RIGHTS:
THE RIGHT TO REPRESENTATION
If you are ever called into an interview meeting with your supervisor or manager so they can investigate a situation which might result in discipline, you have specific representational rights. These rights are summarized below:
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You have the right to have a Union steward present.
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If you want a steward there, you must ask for him or her.
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If you do not know why your manager wants to meet with you, ask him/her if it is a meeting that could result in a discipline.
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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.
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You have the right to speak privately with your steward before the meeting and during the meeting.
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Your steward has the right to play an active role in the meeting. She or he is not just witness.
These rights are called "Weingarten Rights" based on a 1975 Supreme Court decision (NLRB vs. J. Weingarten). As with all rights, if we do not use them we lose them.
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This statement could save your job:
"If this discussion could in any way lead to my being disciplined or terminated I respectfully request that my steward be present at the meeting. Without representation present, I choose not to respond to any questions or statements."
What is an Investigatory Interview?
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An investigatory interview is one in which a supervisor questions an employee to obtain information which could be used as a basis for discipline or asks an employee to defend his/her conduct. If an employee has a reasonable belief that discipline or discharge may result from what s/he says, the employee has the right to request Union representation.
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This can apply to “coaching,” “counseling,” or “friendly feedback”! If a conversation with management does not feel “friendly” to you – then it probably isn’t.
Employees always have the right to ask for a witness to be present at discussions with management. When privacy is raised as an issue, remember, it is your privacy and it is your choice if you would like a colleague or union representation there with you.
Meetings may not be called last minute in an attempt to avoid providing the employee with representation. Your employer is obligated to provide you with reasonable notification to obtain representation.
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When in doubt ask someone to be with you or call in a colleague or union representation to witness the conversation over the phone. There is no constructive feedback a competent, professional manager should be afraid to deliver in front of someone else!!!