Know Your Rights to Union Representation

Know Your Rights to Union Representation

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.”


The employee must make a clear request for Union representation before or during the interview. The employee cannot be punished for making this request.


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.


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.