If you believe that discipline will result from a meeting with management/administration (in legalese, “an investigatory interview”), you can insist that a union representative be present during this interview. This is part of your “Weingarten Rights,” which references the United
States Supreme Court case NLRB vs. Weingarten (19 February 1975). Weingarten Rights apply only to members of a collective bargaining unit and are among the many benefits of having a union.

When an investigatory interview occurs, the following rules apply:
Rule 1.) You must make a clear request for effective union representation before or during the interview. Often an employee may not know at the outset that a meeting with management could lead to discipline. If such a meeting is or becomes an “investigatory interview,” you should assert your right to have a union officer of your choosing present. You cannot be punished for making this request.

(Note: If the union representative of your choice is not available in a reasonable time period, it may be necessary for an alternative union officer to represent you.)

Any meeting may be an “investigatory interview” provided that the following occurs or might occur:

• A manager, or representative of management, or supervisor seeks to question you.
• The questioning is part of an investigation into your performance or work conduct.
• During an investigatory interview, a representative of management may require you to defend, explain, or admit alleged misconduct or work performance issues that may form the basis for discipline.
• You reasonably believe that the investigation may result in discipline, discharge, demotion, or other adverse consequence to your job status or working conditions.
• You request a union representative. The Employer is not required to advise you of your rights to representation, and third parties (including your union representatives) may not
  make the request on your behalf.

A typical Weingarten request would be: “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 be present at this meeting. Until my union representative arrives, I choose not to participate in this discussion.” Or you may simply say, “I want my union
representative here.” Your request does not have to mention “Weingarten;” once you make the request, you do not need to repeat it.

Rule 2.) After you make this request, the interviewer has three options:

a. Grant the request and delay the interview until your union representative arrives and has a chance to consult privately with you. (Note: The right to representation is the right to effective representation, which translates in this rule as the right to consult privately with the
representative before the interview. The union representative should also know what the meeting is about ahead of time so that he/she can effectively advise you.)
b. Deny the request and end the interview immediately; or
c. Give you a choice of: (1) having the interview continue without representation or (2) ending
the interview.

(Note: It is not wise to choose the first option.)

Rule 3.) If the interviewer denies your request and continues to ask questions, this is an unfair labor practice. You have the right not to answer any questions until you have union representation. You cannot be disciplined for refusing to answer the questions, but you are required to sit there until the supervisor terminates the interview. Leaving before this happens may constitute punishable insubordination in some cases.

The NMU AAUP/AFT represents all members of the bargaining unit, both those who pay dues and those who do not, and is obligated to come to your aid without prejudice. If you are summoned to a meeting with a member of administration and discover that it is an “investigatory
interview,” assert your right to have a union representative present.