Find Your Workplace
Our Union Weingarten Rights
(If called to a meeting with management, read the following to management or present the card before the meeting starts.)
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 delegate be present at this meeting. Without representation present, I choose not to participate in this discussion.
Under the Supreme Court’s Weingarten decision, when an investigatory interview occurs, these rules apply:
The employee may request union representation before or during the interview. After the request, the employer must choose from among three options:
- Grant the request and delay questioning until the union representative arrives;
- Deny the request and end the interview immediately; or
- Give the employee a choice of:
- Having the interview without representation or
- Ending the interview.
If the employer denies the request for union representation and questions the employee, it commits an unfair labor practice and the employee may refuse to answer.
Do not resign your position.
Do not be insubordinate. If you are denied your rights, comply and alert your delegate as soon as possible.
These rights are called “Weingarten Rights.” As with all rights, it’s up to us to know and enforce them.
This statement could save your job!
“If this discussion could in any way lead to my being disciplined or terminated I respectfully request that my union delegate be present at the meeting. Without union representation present, I choose not to respond to any questions or statements.”
SEIU Healthcare 1199NW Forms
Health and Safety
General workplace health and safety
- National Centers for Disease Control and Prevention (CDC)
- Occupational Safety and Health Administration (OSHA)
- OSHA Health and Safey Topics: Healthcare
- Washington State Department of Labor and Industries
- National Institute for Occupational Safety and Health (NIOSH)
- NIOSH Healthcare and Social Assistance Resources
- The National Network of Committees on Occupational Safety and Health
- Sustainable Hospitals Project
Bloodborne pathogens and preventing needlestick injuries
- SEIU’s Guide to Preventing Needlestick Injuries (pdf) remains a valuable aid to help caregivers collect needlestick injury data, actively participate in product evaluation committees, work with hospital administrators, file health and safety grievances, and file complaints with the federal Occupational Safety and Health Administration (OSHA) when necessary.
- OSHA’s needlestick info
- NIOSH alert on preventing needlestick injuries
- NIOSH lessons learned: safer medical device implementation
- Training for Development of Innovative Control–Technologies Project (developing safer needlestick technology)
- International Health Care Worker Safety Center
- The Fight for Our Lives: How We Won Safer Needles (10 minutes) shows the role of the Service Employees International Union (SEIU) and other labor unions and their members in the passage of Federal OSHA Boodborne Pathogen Standard in 1991 and the Federal Needlestick Safety and Prevention Act in 2000.
Tuberculosis (TB) and control of airborne pathogens
Safe patient handling and lifting
Violence in the workplace
- OSHA Guidelines and Resources
- WORKPLACE SAFETY AND HEALTH: Additional Efforts Needed to Help Protect Health Care Workers from Workplace Violence Government Accountability Office GAO-16-11: Published: Mar 17, 2016
- Private Horror /Public Issue: On the Job Assault (17 minutes) This 1998 video provides a graphic depiction of the problem of workplace violence, especially for those who work in healthcare, offices, or other so-called safe environments. Using several case histories, including interviews with victims of workplace violence, emphasis is placed on workers’ rights and union efforts to prevent violence on the job.