In Store No.2, where she had previously worked, free lunches were policy. The investigator then asked her to sign a statement that claimed she owed the company $160 for those “free” lunches. Collins was interrogated, once again she requested representation and once again it was denied. Hearing this, the manager and the investigator were surprised, since Store No. Collins finally broke down, exclaiming that the only thing the company ever gave her was a free lunch. The investigator went to confirm this upon his return he “told Collins that her explanation had checked out that he was sorry if he had inconvenienced her, and that the matter was closed.” Collins replied that she only took a dollar’s worth, but was forced to use a large-size box since the small ones were not available. 455, requested several times that her steward or another union representative be present. Collins, a member of Retail Clerks Local Union No. Collins’ part, another manager learned (from a coworker) that she “had purchased a box of chicken & but had placed only $1.00 in the cash register.”ĭuring the interview, Ms. Although this particular investigation uncovered no evidence of wrongdoing on Ms. Collins, this investigator had been observing her for the past two days on the basis of a report that she was stealing from the register. 98 in Houston, Texas, was called into the manager’s office and interrogated by her manager and a loss prevention investigator employed by the store. Leura Collins, a lunch-counter clerk at Store No. operated a large chain of convenient stores, several of which allowed customers to purchase packaged meals. Origination of Weingarten Rights (NLRB v J. If he allows your union representative to be present you should participate in the interview. Afterwards, contact your union representative immediately. If he/she says you might be disciplined but will not allow you to have a union representative present, read him your Weingarten rights, stay in the room, take notes, and do not respond to any questions.If not, read him your Weingarten rights, remain for the meeting, take notes, and afterwards immediately contact your union representative. If he gives you such a statement, you must participate in the interview. If he says “No,” ask for a written statement to that effect. Ask your supervisor if you might be disciplined as a result of the interview.IF YOU FAIL TO DO SO, YOU MAY WAIVE YOUR RIGHTS. IT IS UP TO YOU TO INSIST ON UNION REPRESENTATION. WITHOUT REPRESENTATION, I CHOOSE NOT TO ANSWER ANY QUESTIONS. IF THIS DISCUSSION COULD IN ANY WAY LEAD TO MY BEING DISCIPLINED OR TERMINATED, OR AFFECT MY PERSONAL WORKING CONDITIONS, I REQUEST THAT MY UNION REPRESENTATIVE, OFFICER, OR STEWARD BE PRESENT AT THE MEETING. If you have any questions, please do not hesitate to contact your Union Steward, Business Agent, or Teamsters Local Union 916 Office. Your Weingarten Rights are a fundamental benefit of your representation under a collective bargaining agreement. The Supreme Court has ruled that an employee is entitled to have a Union Representative present during any interview which may result in his or her discipline.
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