You have the right to have a union representative at any meeting or investigatory interview with a supervisor or administrator that you reasonably believe might lead to discipline. 

If you are told to attend a meeting with your supervisor, ask what the topic will be. If it sounds to you as if it might lead to discipline, contact your union and ask for a representative to accompany you. Or, if you are in a meeting with your supervisor and the direction turns toward reprimand, say that you would like to reschedule the meeting to allow you to have a union representative present. If the supervisor refuses, explain that you prefer not to answer questions, but that you will if directly ordered to do so. 

To assert your Weingarten Rights, say:

“If this discussion could in any way lead to my being disciplined, terminated, or could affect my personal working conditions, I respectfully request that my union representative be present.”

Need Union representation? email us at grievance@ccffcerritos.org 

PERB expands right to Union representation to Interactive Process Meetings- ADA and FEHA 

PERB reasoned that interactive process meetings most closely resemble grievance meetings.  Like a grievance meeting, an interactive process meeting may involve the terms and conditions of employment in which all parties have an interest. 

PERB noted that a union representative can serve a useful function in explaining, defending and asserting the employee’s rights and the possible consequences of refusing offered accommodations.  The representative, who can bring to the meeting a familiarity with the CBA, could also assist the employer in identifying conflicts between a proposed accommodation and the CBA. 

Need Union representation? email us at grievance@ccffcerritos.org