Weingarten rights
Open this when a disciplinary meeting is happening right now.
Read this out loud
“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.”
Steps during the meeting
- Ask management: “What is the purpose of this meeting? Could it lead to discipline?”
- If yes, state the Weingarten request out loud (below) and stop the interview until the rep arrives.
- Rep may meet privately with the member before questioning begins.
- During the interview the rep may ask questions, clarify, and object to harassing questions.
- Member must answer truthfully, but does not have to guess or volunteer extra information.
- Take notes: names, time, questions asked, and any documents shown.
- After the meeting: log the interview in the member's history and check whether a grievance is warranted.
Your contract
“An employee shall be entitled to union representation at any interview which the employee reasonably believes may lead to disciplinary action.”
MPEC Master Agreement 2023–2027, Art. XVI §2
Based on NLRB v. J. Weingarten (1975) and applied to public employees by state labor boards. Sample guidance — confirm wording with counsel before launch.