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Weingarten Rights - Right to union representation
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<blockquote data-quote="OLDMAN3" data-source="post: 1517148"><p>I guess I don't see the contradiction between the NLRB ruling and the NMA section below. The NMA wording does not specify what happens when the employee rejects the alternate, but the NLRB ruling does. In the NMA, if the employee agrees to the alternate, the meeting can continue. It does not say the meeting must continue even if the alternate is rejected by the employee. So I can see how you have been successful using the NLRB ruling.</p><p></p><p>National Master Article 4</p><p>The Employer recognizes the employee’s right to be given requested representation by a Steward, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the steward’s right to be given requested representation by another Steward, or the designated alternate, at such time as the Steward reasonably contemplates disciplinary action. When requested by the Union or the employee, there shall be a steward present whenever the Employer meets with an employee concerning grievances or discipline or investigatory interviews. In such cases, the meeting shall not be continued until the steward or alternate steward is present.</p></blockquote><p></p>
[QUOTE="OLDMAN3, post: 1517148"] I guess I don't see the contradiction between the NLRB ruling and the NMA section below. The NMA wording does not specify what happens when the employee rejects the alternate, but the NLRB ruling does. In the NMA, if the employee agrees to the alternate, the meeting can continue. It does not say the meeting must continue even if the alternate is rejected by the employee. So I can see how you have been successful using the NLRB ruling. National Master Article 4 The Employer recognizes the employee’s right to be given requested representation by a Steward, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the steward’s right to be given requested representation by another Steward, or the designated alternate, at such time as the Steward reasonably contemplates disciplinary action. When requested by the Union or the employee, there shall be a steward present whenever the Employer meets with an employee concerning grievances or discipline or investigatory interviews. In such cases, the meeting shall not be continued until the steward or alternate steward is present. [/QUOTE]
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Weingarten Rights - Right to union representation
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