 April 2025
Weingarten Rights.
Welcome to spring 2025!
We’re approximately 100 days into the new year and those nasty little blood sucking creatures have awakened and begun their annual invasion—causing fear and havoc everywhere. This is not about current politics…. this is a reminder that TICK season has begun. Take care to inspect yourself, children, pets and your yard.
As a mother of worker at a different union, I enjoy reading their local’s newspaper. Recently, they had a wonderful piece on Weingarten Rights, and I would like to highlight some of the information from their article, “Q & A: Understanding Your Weingarten Rights” Voice of 951, March 2025, p.3 for the benefit of UAW unions:
Understanding your Weingarten Rights & When to Exercise Them:
Weingarten rights were established by the Supreme Court in the 1975 case NLRB v. J. Weingarten, Inc., and granted unionized employees the right to union representation during investigatory interviews where they reasonably believe disciplinary action might result.
The Voice of 951’s article explains that “As a union member, your Weingarten Rights guarantee you the right to union representation during meetings or discussion with management where you believe your answers could result in company disciplinary action.” This means you have the right, as a union member, to have union representation present at these types of meetings or discussions. Your union rep or steward will advocate on your behalf during the meeting, and you probably should not answer management’s possible disciplinary motivated questions until your representative arrives.
Why you should exercise your Weingarten Rights:
It is a right! Your union reps and stewards are trained and experienced in dealing with management, they know your current CBA (Collective Bargaining Agreement between employer and the union standing for its employees), possibly better than management. Management may or may not understand your contract and could use unfair tactics and deceptive phrasing during your “meeting.” This could lead to your responses being used against you.
Also know that it is illegal for management to retaliate against you for requesting representation. You should always take advantage of your Weingarten Right, even if you believe you are innocent or not at fault. Union representation could immediately clarify your given rights and educate all meeting attendees.
How to handle a denied request for union representation:
Keep in mind that management does NOT have to inform you of your Weingarten Rights, but they cannot legally deny union representation in the meeting.
If your request for representation is denied by management, you should remain in the meeting, but do not answer any questions. When the meeting is over, immediately notify your union rep or steward and document that your Weingarten Rights were denied. If a union rep or steward is not available, then you should request to management that the meeting be rescheduled to a time when you can be represented by your union.
Weingarten Rights is a powerful tool in your toolbox, one that you should use each and every time a work disciplinary situation occurs. It would be a good idea to carry your Weingarten Rights card with you at your worksite. That little card can be a powerful tool—don’t be afraid to use it.
Important Take-a-Ways:
- Weingarten Rights only apply to unionized employees.
- The employer is not obligated to inform the employee of their Weingarten Rights.
- The employee MUST assert their Weingarten Rights as needed.
Please be safe this summer, watch out for ticks (2 legged and 8 legged 😊)
Make those precious memories with your family and friends. Always stay safe UAW Brothers and Sisters.
Finally, I would like to urge local 4911 retirees to update/verify their personal contact information at your Local. Please contact your Hall at 517-372-7201 to update your phone number, mailing address, email address, including any changes you incurred since your retirement.
In Solidarity
Char Watson J
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