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LP: Stolen Goods from High Value Package
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<blockquote data-quote="steward71" data-source="post: 922999" data-attributes="member: 31677"><p>Weingarten Rights under NLRB vs. Weingarten, Inc. 430 US 251 88 LRRM 2689</p><p></p><p>What you have and don't have under these rights given to you.</p><p></p><p>You have the rights only during investigatory interviews, this occurs when a supervisor questions an employee to obtain information, which could be used as a basis for discipline or ask an employee to defend your conduct.</p><p></p><p>Pay close mind to this one.</p><p>If you feel a reasonable belief that discipline or other adverse consequences may happen (you have this feeling not the company telling you no they are not making you feel this but if you have this feeling)---then you have the right to seek your union steward. (don't let the company pick for you or don't pick the ones that like to hang out with supervisors at work, after work or on facebook) You have a right to say that you feel this may lead to discipline and would like the interview to stop at once until my steward gets here. If they don't stop then keep re-stating the same thing over and over "I feel that this interview is going to lead to discipline at this time and wish to have my steward here at this time." (this should be your only answer at this point) </p><p></p><p><strong>Management is not reqiured to inform the employee of his Weingarten Rights. </strong></p><p><strong></strong></p><p><strong></strong>When the employee makes the request for a union steward to be present Team LP or I know it all Super Sup. or your company Management staff (what I like to call them the Chimp ring) have 3 options:</p><p>1. <u>it can stop questioning until a steward arrives </u></p><p><u></u>2. <u>it can call off the interview </u></p><p><u></u>3. <u>it can tell the employee that it will call off the interview unless the employee voluntarily gives up his riths to a union Rep. or steward </u>(which you should never do)</p><p></p><p>The employer may tell a steward or you that a Rep. or steward can only be there to observe, <strong>not true. </strong></p><p>The Supreme Court has clearly stated a stewards right to assist and counsel workers during the interview.<strong> </strong></p><p><strong></strong></p><p><strong>Now what the court rules about a steward and again what management must do. </strong></p><p><strong></strong>Management must:</p><p>1. inform the steward of the subject matter of the interview or interrogation</p><p>2. the steward can be allowed to speak privately with the employee before the interview</p><p>3. let the steward interrupt to clarify a question, to object to confusing or intimidating tactics. </p><p></p><p>The steward can <strong>not tell </strong>the employee what to say but may advise them on how to answer a question.</p><p>At the end of the interview the steward can add information to support the case of the employee. Ex. tell them others were in the load as well and to have them show him or her the ID of the employees who were in the load, or ask for the scan records.</p><p></p><p><strong>The best answer I have found for an employee to give with out placing themselves on the line is to say </strong>"not to my knowledge or understanding of the issue." </p><p></p><p>These are your rights and if you don't enforce they will be lost. I have seen over the last 5 years stewards are less educated about the rights that have been given to us by others who did stand thier ground and get what you have.</p><p>This way of thinking of well it will pass and it will not happen to me. Well it may not happen to you but it is always better to be safer then sorry in the end. So know your rights and use them.</p></blockquote><p></p>
[QUOTE="steward71, post: 922999, member: 31677"] Weingarten Rights under NLRB vs. Weingarten, Inc. 430 US 251 88 LRRM 2689 What you have and don't have under these rights given to you. You have the rights only during investigatory interviews, this occurs when a supervisor questions an employee to obtain information, which could be used as a basis for discipline or ask an employee to defend your conduct. Pay close mind to this one. If you feel a reasonable belief that discipline or other adverse consequences may happen (you have this feeling not the company telling you no they are not making you feel this but if you have this feeling)---then you have the right to seek your union steward. (don't let the company pick for you or don't pick the ones that like to hang out with supervisors at work, after work or on facebook) You have a right to say that you feel this may lead to discipline and would like the interview to stop at once until my steward gets here. If they don't stop then keep re-stating the same thing over and over "I feel that this interview is going to lead to discipline at this time and wish to have my steward here at this time." (this should be your only answer at this point) [B]Management is not reqiured to inform the employee of his Weingarten Rights. [/B]When the employee makes the request for a union steward to be present Team LP or I know it all Super Sup. or your company Management staff (what I like to call them the Chimp ring) have 3 options: 1. [U]it can stop questioning until a steward arrives [/U]2. [U]it can call off the interview [/U]3. [U]it can tell the employee that it will call off the interview unless the employee voluntarily gives up his riths to a union Rep. or steward [/U](which you should never do) The employer may tell a steward or you that a Rep. or steward can only be there to observe, [B]not true. [/B] The Supreme Court has clearly stated a stewards right to assist and counsel workers during the interview.[B] Now what the court rules about a steward and again what management must do. [/B]Management must: 1. inform the steward of the subject matter of the interview or interrogation 2. the steward can be allowed to speak privately with the employee before the interview 3. let the steward interrupt to clarify a question, to object to confusing or intimidating tactics. The steward can [B]not tell [/B]the employee what to say but may advise them on how to answer a question. At the end of the interview the steward can add information to support the case of the employee. Ex. tell them others were in the load as well and to have them show him or her the ID of the employees who were in the load, or ask for the scan records. [B]The best answer I have found for an employee to give with out placing themselves on the line is to say [/B]"not to my knowledge or understanding of the issue." These are your rights and if you don't enforce they will be lost. I have seen over the last 5 years stewards are less educated about the rights that have been given to us by others who did stand thier ground and get what you have. This way of thinking of well it will pass and it will not happen to me. Well it may not happen to you but it is always better to be safer then sorry in the end. So know your rights and use them. [/QUOTE]
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