Weingarten Rights is one of the collective bargaining rights applying to both private and public employees. The right itself first applied to the private sector employees only; however, the federal government and many states had adopted for public employees with the similar rights via legislation, court decision, and/or rulings of the state boards. These rights was established in 1975 by the Supreme
Court based on the U.S. Supreme Court decision of the NLRB v. Weingarten, Inc. case. Basically,
Weingarten rights guarantee an employee the right to request for Union representation before or during an interview conducted by his/her employer which involves the discussion or action about his/her conducts and/or disciplines. When the interview happens, …show more content…
However, in case the employer denies the request, yet keeps the interview going, this action is considered an unfair labor practice whereas the employee can absolutely refuse to answer. On the other hand, the representation also obtains some rights with his client such as to speak during the interview, except the right to tell the employee not to response nor give the incorrect response. In conclusion, the Weingarten right cannot apply to the cases where the purpose of the interview merely connects to the disciplines, or the final decision is already made, or any discussion links to the final decision from the prior interview.
I don’t favor the collective bargaining rights for public employees. The collective bargaining rights are like the negotiations between the employers and the employees about the employees’ wages, hours, and benefits in the representation of the unions of employees. The purpose of those
“negotiations” is to equalize the power of employers and employees and to help prevent the abuse of the productivity and labor powers of the employees from their employers. However, in term of
Court based on the U.S. Supreme Court decision of the NLRB v. Weingarten, Inc. case. Basically,
Weingarten rights guarantee an employee the right to request for Union representation before or during an interview conducted by his/her employer which involves the discussion or action about his/her conducts and/or disciplines. When the interview happens, …show more content…
However, in case the employer denies the request, yet keeps the interview going, this action is considered an unfair labor practice whereas the employee can absolutely refuse to answer. On the other hand, the representation also obtains some rights with his client such as to speak during the interview, except the right to tell the employee not to response nor give the incorrect response. In conclusion, the Weingarten right cannot apply to the cases where the purpose of the interview merely connects to the disciplines, or the final decision is already made, or any discussion links to the final decision from the prior interview.
I don’t favor the collective bargaining rights for public employees. The collective bargaining rights are like the negotiations between the employers and the employees about the employees’ wages, hours, and benefits in the representation of the unions of employees. The purpose of those
“negotiations” is to equalize the power of employers and employees and to help prevent the abuse of the productivity and labor powers of the employees from their employers. However, in term of