Know Your Rights

Protect yourself and your job

  • Report all found items, gift cards and money to security immediately.
  • Do not lend your employee discount to anyone. You may not receive payment for purchases to your account.
  • Save all clock-in and clock-out slips. Keep track of your attendance.
  • Report all accidents, even minor ones, to security.
  • Remain professional at all times.
  • If unsure of a policy or procedure, ask your manager.
  • Always request a shop steward for security interviews and disciplinary interviews.
  • You are not required to sign any warning or security statement.
  • You are entitled to two (2) copies of any warning.
  • You must call the Medical Department when out sick.

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Weingarten Rights

In 1975, the US Supreme Court ruled on an 8(a)(1) case known as National Labor Relations Board v. Weingarten. In Weingarten, the Supreme Court ruled that employees have specific rights during investigatory interviews with management. During such interviews, management asks questions of the employee. This is different from meetings where management only announces what the discipline will be for the employee.

The Weingarten Rights are as follows:

A. The member has a right to union representation if he or she reasonably believes the investigation will lead to disciplinary actions against him or her.
B. The member must make a clear request for union representation (i.e., shop steward or service representative) before or during the interview. If no request is made, the Weingarten Rights are effectively waived for the interview. Keep in mind, the supervisor does not need to remind you of this right.
C. After the member makes the request, the employer can choose from three options:

1. Grant the request and delay questioning until the steward arrives and has a chance to consult privately with the member;
2. Deny the request and end the interview immediately; or
3. Give the member the choice of having the interview without representation or of ending the interview.

D. If the employer denies the request for union representation and continues to ask questions, it commits an unfair labor practice and the member has the right to refuse to answer. The member may not be disciplined for such a refusal. (Note: In this instance, we encourage you to politely refuse to answer. Do not, under any circumstances, be insubordinate.)

The court rationale in the case is that any member being interviewed might be intimidated and, therefore, may not raise facts in his or her favor during an investigatory interview.

Additional information:

A. When the shop steward arrives, the supervisor must disclose the subject matter to be discussed.
B. The shop steward must be allowed to speak during the interview but does not have the right to bargain over the purpose of the interview.
C. Weingarten Rights also apply to telephone interviews. A worker can refuse to answer questions until he or she has spoken with the shop steward.

en español

Los Derechos Weingarten

En 1975, la corte Suprema norteamericana opinó en un caso 8(a)(1) conocido como Junta Nacional de Relaciones Laborales v. Weingarten. Este caso fue iniciado por la Local 455 de la entonces Retail Clerks International Union, que hoy es la UFCW. En Weingarten, la corte Suprema opinó que los empleados tienen derechos especificos durante entrevistas indagatorias con la gerencia. Durante estas entrevistas, la gerencia hace preguntas al empleado. Esto es diferente a las reuniones en las que la gerencia anuncia que acción disciplinaria se tomara contra el empleado.

Los Derechos Especificos Son Los Siguientes:

A. El empleado tiene el derecho a ser representado por el sindicato si el o ella cree razonablemente que la investigación terminará con una acción disciplinaria en su contra.
B. El empleado debe expresar claramente que desea ser representado por el sindicato, antes o durante la entrevista. Si no se hace la solicitud de representación, se renuncia a los derechos Weingarten en la entrevista.
C. Después que el empleado ejerce su derecho, el patrono tiene tres opciones:

1. Conceder la solicitud del empleado y demorar el interrogatorio hasta que llegue el representante del sindicato y tenga la oportunidad de conversar en privado con el empleado;
2. Negar la solicitud de representación y terminar immediatamente la entrevista; o
3. Dar el empleado la oportunidad de elegir entre continuar la entrevista sin representación o darla por terminada.

D. Si el partono niega la solicitud de representación sindical y continua haciendo preguntas, comete un acto de práctica laboral injusta, y el empleado tiene el derecho de negarse a responder a sus preguntas. El empleado no puede ser disciplinado por rehusarse a contestar.

El razonamiento de la Corte en este caso es que un empleado que es entrevistado puede sentirse intimidado y por tanto no traer a colación los hechos del caso que puedan favorecerlo durante la entrevista.

Información Adicional:

A. Cuando llega el delegado, el supervisor debe dar a conocer el tema a ser discutido.
B. El delegado tiene el derecho de hablar durante la entrevista pero no tiene derecho a negociar sobre el propósito de la misma.
C. Los derechos Weingarten también se aplican a entrevistas telefónicas. Un trabajador puede negarse a contestar preguntas hasta que halla hablado con un delegado.