Pulled into a meeting with your supervisor? You can assert your rights:
“I request to have a Union Representative present on my behalf during the meeting because I believe it may lead to disciplinary action being taken against me. If I am denied my right to have a Union Representative present, I will refuse to answer accusatory questions that I believe may lead to discipline.”
RULE 1
The employee must make a clear request for Union representation before or during the interview. The employee cannot be punished for making this request.
RULE 2
After the employee makes the request, the employer must choose from among three options:
1. Grant the request and delay questioning until Union representation arrives and has a chance to consult privately with the employee, or
2. Deny the request and end the interview immediately, or
3. Give the employee a choice of:
a) Having the interview without representation; or
b) Ending the interview.
RULE 3
If the employer denies the request for Union representation and continues to ask questions, the employer commits an unfair labor practice.
As a union member management cannot:
- Prohibit worker from talking about the union.
- Ask whether you support the union.
- Engage in survey of union supporters or activities.
- Harass or intimidate workers for supporting the union.
- Ask workers to remove union items, such as buttons or pins, unless there is a pre-existing rule that prohibits items inpatient care areas that is enforced against all types of items.
- Prohibit workers from sharing information about staffing, pay, benefits, and other conditions at your workplace.
- Implement new restrictions, designed to interfere with forming a union, such as preventing workers from returning to their workplace on their day off.
