Employees’ right to request their representatives are frequently referred to as “Weingarten rights.” Employers violate the NLRA if they proceed with an investigatory interview while refusing an employee’s request or retaliate against them for making the request.

In 1975 the United States Supreme Court in the case of NLRB v. J. Weingarten, Inc. 420 U.S. 251 (1975) upheld a National Labor Relations Board (NLRB) decision that employees have a right to union representation at investigatory interviews. These rights have become known as the Weingarten Rights.

→What are Weingarten Rights? The rights of unionized employees to have present a union representative during investigatory interviews were announced by the U.S. Supreme Court in a 1975 case (NLRB vs. Weingarten, Inc., 420 U.S. 251.88 LRRM 2689).

Oct 10, 2022 · Named for a 1975 Supreme Court case, NLRB [National Labor Relations Board] v. J. Weingarten Inc., Weingarten rights apply to an employee who is subject to an investigatory interview that could...

While seemingly simple, this right, commonly referred to as “ Weingarten rights,” is greatly misunderstood by both employers and employees. What’s a Request? An employer does not have a duty to inform represented employees of their Weingarten rights.

Apr 25, 2021 · Weingarten rights are among the most important workplace rights given to unions to protect workers under the National Labor Relations Act. Stewards and other union representatives are first responders in protecting workers in the disciplinary process.

Weingarten, decided in 1975, established this basic entitlement and the procedures for when and how union reps may participate in interviews. Collectively, these rules are referred to as “ Weingarten rights.”

"Weingarten rights" are derived from a 1975 Supreme Court case (NLRB v. J. Weingarten, Inc.). Essentially, represented employees have the right to request assistance from union representatives during investigatory interviews.

Nov 9, 2022 · The Supreme Court case of National Labor Relations Board v. Weingarten, decided in 1975, established this basic entitlement and the procedures for when and how union reps may participate in interviews. Collectively, these rules are referred to as " Weingarten rights."

Important Factors of Weingarten Rights: Union members have the right to a union representative at an investigatory hearing if they reasonably believe that the investigation could lead to disciplinary action.