- Can a company refuse to negotiate with a union?
- Can an employee bring a witness to a disciplinary meeting?
- What is a lybarger warning?
- What qualifies as police harassment?
- What do you do if a police officer is harassing you?
- Can I bring a lawyer to an HR meeting?
- What are your Weingarten Rights?
- Can a union rep speak in a disciplinary?
- Can I sue the union for non representation?
- What does it mean to be fired for cause?
- What is the Garrity Law?
- What is a Weingarten investigation?
- What loudermill rights?
- How much notice do I need to give for a disciplinary meeting?
- How do you defend yourself in a disciplinary hearing?
- Why are Weingarten rights important?
- What are Skelly rights?
- What can a union rep do in a meeting?
Can a company refuse to negotiate with a union?
Mandatory Bargaining Issues Employers must give the union advance notice of any proposed workplace changes that involve these issues, if the union requests it.
An employer who refuses to bargain or takes unilateral action in one of these mandatory bargaining areas commits an unfair labor practice..
Can an employee bring a witness to a disciplinary meeting?
If the employee is legally entitled to a witness, you have to stop the meeting and allow them time to get their witness. … If there is a meeting that may lead to discipline, make sure you allow the witness to be present or you can face consequences from the NLRB.
What is a lybarger warning?
A Lybarger warning general consists of an order requiring the officer to answer questions, the threat of discipline for non-compliance, and the promise that the use of the statement will not be used against the officer in any criminal proceeding.
What qualifies as police harassment?
Police harassment is an abuse of an officer’s authority by continually or arbitrarily stopping someone, aggressively questioning him or her, or by conducting an unwarranted or illegal search and seizure.
What do you do if a police officer is harassing you?
If a police officer is harassing you, you have the right to do any of the following: * Ask for his or her name and badge number. If you decide to file a complaint, this will be important information to include. Write it down or make a note in your phone.
Can I bring a lawyer to an HR meeting?
A support person is someone that an employee can nominate to attend a meeting with them to provide emotional support and reassurance. … A support person could be a work colleague, friend, family member, industrial representative or lawyer.
What are your Weingarten Rights?
Weingarten Rigts. Weingarten rights guarantee an employee the right to Union representation during an investigatory interview. These rights, established by the Supreme Court, in 1975 in the case of J’. … The supervisor has no obligation to inform an employee that s/he is entitled to Union representation.
Can a union rep speak in a disciplinary?
The representative is permitted to address the disciplinary hearing to: put the worker’s case; sum up that case; and/or respond on the worker’s behalf to any view expressed at the hearing. The representative is also permitted to confer with the worker during the disciplinary hearing.
Can I sue the union for non representation?
Can I sue the union for refusing to go further with my case? Probably not. … However, if you feel the union stopped pursuing your case just because they didn’t like you, or because of your race, gender, or other discriminatory reason, the union may have breached its duty of fair representation and you may have a claim.
What does it mean to be fired for cause?
In general, to be terminated for cause, a contract should indicate that an employee must do something (or fail to do something) that causes harm (or risks harm) to the employer, and that violates a lawful workplace policy or a state or federal law.
What is the Garrity Law?
The basic premise of the Garrity protection is straightforward: First, an Officer cannot be compelled, by the threat of serious discipline, to make statements that may be used in a subsequent criminal proceeding; second, an Officer cannot be terminated for refusing to waive his Fifth Amendment right to remain silent.
What is a Weingarten investigation?
Weingarten, the U.S. Supreme Court first set forth employees’ rights to representation during an employer interview. … National Labor Relations Board) or when an employee participated in a non-compulsory interview with a peer review committee (Midwest Division-MMC, LLC. v. National Labor Relations Board).
What loudermill rights?
Loudermill rights include a written or oral notice regarding why they are being fired. … Specific evidence to any charges against them must be given to them and a pre-termination hearing is also to be given where the employee can respond to the charges made against him or her.
How much notice do I need to give for a disciplinary meeting?
Depending on how complex the investigation was and how much information there is for you to consider, normally five working days’ notice for a disciplinary hearing is sufficient. You should also arrange for a note-taker to support you at the disciplinary hearing.
How do you defend yourself in a disciplinary hearing?
Decide on representation and which witnesses and other evidence you’d like to use to defend yourself; Prepare questions for both the employer’s witnesses and your witnesses; Put forward clear-cut evidence that acquits you from the allegations; and. Prepare your closing statement.
Why are Weingarten rights important?
Weingarten Rights help to ensure that, as an employee and union member, you are treated fairly and that you receive “due process” when management believes that you have violated a policy or rule.
What are Skelly rights?
– a statement about the right to respond orally or in writing. … The purpose of the Skelly rule is to allow employees an opportunity to respond to the charges and to request a reduction or elimination of the discipline.
What can a union rep do in a meeting?
The Trade Union Representative can present and/or sum up your employee’s and say things to support their case. They can confer during the hearing but cannot answer questions on their behalf.