• << December 2019 >>
    S M T W T F S
    1 2 3 4 5 6 7
    8 9 10 11 12 13 14
    15 16 17 18 19 20 21
    22 23 24 25 26 27 28
    29 30 31
    The events listed on the calendar are accurate at the time of posting. Dates and times of events are subject to change.  Any questions concerning the date and time of an event should be directed to the Local Union Hall during normal business hours.

     

    A MESSAGE FROM PRESIDENT ED THOMPSON

    If you haven’t already done so please take a moment to register as a Local 776 member or retiree.

    Member Login
    Username:

    Password:


    Not registered yet?
    Click Here to sign-up

    Forgot Your Login?
    Important Links
    PA Dept of Revenue General Guidelines
    PA Dept of Revenue unreimbursed expenses
    International Brotherhood Of Teamsters
    PA. Conference Of Teamsters
    Central PA Teamsters Health And Welfare Fund
    Central PA Teamsters Pension Fund
    Organize Today
    Learn more about organizing your workplace!

    Click Here
    Weather Report
    Google
    Current Campaigns
    • Workers’ pensions are being endangered by both Congress and those charged with overseeing them. The Teamsters and our members are standing united to say “No!” to cuts and “Yes!” to greater retirement security!

    • This web page provides information on the ongoing effort to renegotiate the North American Free Trade Agreement (NAFTA). Since 1994, NAFTA has devastated working families, putting corporate profits ahead of people.  What’s worse is that NAFTA has become the blueprint for all other trade agreements, from the way that it was negotiated in secret, to the bad provisions that have made their way into every agreement that has been signed since then.  Now, NAFTA is being renegotiated and we demand that it be reframed to work for workers instead of corporate interests.

  • Weingarten Rights

    THE WEINGARTEN RULE

    An employee's right to representation

    WEINGARTEN RIGHTS

    An employee may be represented by the union at an investigatory interview with his or her supervisor when the employee reasonably believes that the interview may lead to a disciplinary action.

    U.S. Supreme Court ruling:

    The rights of employees to the presence of union representatives during investigatory

    interviews was announced by the U.S. Supreme Court in 1975 in NLRB v.J.Weingarten,

    Inc. Since that case involved a clerk being investigated by the Weingarten Company, these rights have become known as Weingarten Rights.

    What is an investigatory interview?

    Employees have Weingarten rights only during investigatory interviews. An investigatory

    interview occurs when a supervisor questions an employee to obtain information which

    could be used as a basis for discipline or asks an employee to defend his or her conduct. If an employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says, the employee has a right to request union representation.

     Investigatory interviews usually relate to subjects such as:

    absenteeism

    drinking

    fighting

    poor attitude

    violation of safety rules

    accidents

    drugs

    insubordination

    sabotage

    work performance

    damage to state property

    falsification of records

    lateness

    theft

    violation of work procedures

    Weingarten rules:

    Under the Supreme Court's Weingarten decision, when an investigatory interview occurs, the following rules apply:

    RULE 1

    The employee must make a clear request for union representation before or during 

    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. The employer must:

    Grant the request and delay questioning until the union representative arrives and has a

    chance to consult privately with the employee; or

    Deny the request and end the interview immediately; or

    Give the employee a choice of: (1) having the interview without representation or (2)

    ending the interview.

    RULE 3

    If the supervisor denies the request for union representation and continues to ask questions, he or she commits an unfair labor practice and the employee has the right to refuse to answer. The supervisor cannot discipline the employee for such a refusal.

    Rights of union representatives

    Supervisors often assert that the only role of a Union representative at an investigatory

    interview is to observe the discussion, i.e., to be a silent witness. The Supreme Court,

    however, clearly acknowledged a union representative's right to assist and counsel workers during the interview. Decided cases establish the following procedures:

    When the union representative arrives, the supervisor must inform the representative of the subject matter of the interview; i.e., the type of conduct for which discipline is being

    considered (theft, lateness, drugs, etc.).

    The union representative must be allowed to take the worker aside for a private pre interview conference before questioning begins.

    The union representative must be allowed to speak during the interview. The union

    representative , however, does not have the right to bargain over the purpose of the

    interview.

    The union representative can request that the supervisor clarify a question so the worker can understand what is being asked.

    After a question is asked, the union representative can give advice on how to answer.

    When the questioning ends, the union representative can provide information to the

    supervisor.

    It must be emphasized that if the Weingarten rights are complied with, union representatives have no right to tell workers not to answer questions or to give false answers.





    Page Last Updated: Sep 26, 2018 (17:18:22)
  • Teamsters Local 776

    Copyright © 2019.
    All Rights Reserved.

    Powered By UnionActive


  • Top of Page image