Need Representation? You got it!

Our representatives are highly trained and dedicated to assisting the bargaining unit at VA Medical Center Little Rock, Arkansas! We assist the entire bargaining unit in the Negotiated Grievance Procedure. Our skilled representatives demand the best working conditions for our workforce and ensure that safety and health concerns are properly addressed. Members receive additional representation including but not limited to the following (AFGE Local 916 meets representational obligations specific to each contract.):

.       EO Complaints

.       Proposed Disciplinary Actions

.       MSPB Appeals

.       Workers Compensation Appeals

.       Classification Appeals

.       Unemployment Hearings

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KNOW YOUR WEINGARTEN RIGHTS!

 

AFGE National VA Council   http://afgenvac.org/

 

If the union could teach just one thing to its members, it would have to be about “Weingarten Rights”—the right of unionized workers to have a steward or someone else from the union present if the person is in a situation where he or she may be disciplined.

The Civil Service Reform Act of 1978 provides that an employee, upon request, has the right to union representation during an investigation conducted by management, where the employee being questioned reasonably believes that the investigation may result in discipline.  The Master Labor Agreement (MLA) between AFMC and the American Federation of Government Employees also provides for this right at Article 5, Section 5.03. This right is commonly referred to as an employee's "Weingarten right", after a 1975 Supreme Court decision involving a company of that name which granted this same right to workers in private industry. The provisions of both the Civil Service Reform Act and the MLA granting employees similar rights are based upon this decision; hence the nickname "Weingarten Right".  

Many workers crumble in the face of questioning by their supervisor or a member of management. They get rattled and start explaining and making excuses and apologizing and often end up giving the employer ammunition to do whatever he or she wants. They often become like the suspects you see in cops shows on television: They ’fess up to things that maybe never even happened or say things in such a way that they worsen the problem rather than talk their way out of it.

With few exceptions, workers across North America enjoy the legal right to have a steward or other union representative present if they find themselves in any situation with management—a conversation, a discussion, an interrogation—that could lead to disciplinary action. But unlike Miranda rights, which police are supposed to tell criminal suspects about (“You have the right to remain silent. Anything you say may be used against you…”), employers do not have to tell employees about their Weingarten Rights.  Workers have to ask for them. And the only way they’re going to know they have that right, odds are, is if their union tells them.

If called to a meeting with management, read the following or present this information to management when the meeting begins.

If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative, officer, or steward be present at this meeting. Until my representation arrives, I choose not to participate in this discussion.

 



These benefits are available only to AFGE members:

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