YOU HAVE THE RIGHT TO UNION REPRESENTATION. MAKE SURE THAT RIGHT IS PROTECTED.
Whether you're organizing, facing discipline, or being denied your Weingarten rights, an attorney makes sure your representation rights are enforced.
Under $30/Month. No large retainer required.
Labor attorneys charge $300–$500/hr — and management retains them year-round. A legal plan gives you access to experienced labor and employment attorneys for a low monthly fee, so you walk into every investigatory meeting, disciplinary hearing, and organizing campaign knowing exactly where you stand legally.
Federal labor law gives union employees meaningful rights when facing employer investigations, disciplinary action, and workplace disputes. But those rights only protect you if you know when to invoke them, how to assert them correctly, and what to do when your employer or even your union fails to honor them.
A legal plan connects you with experienced labor attorneys who can assess your rights under the NLRA, help you respond to employer actions, and pursue legal remedies when those rights are violated.
An attorney explains exactly when your Weingarten rights apply, how to properly invoke them, and what to do if your employer denies your request and proceeds with the interview — which is itself an unfair labor practice.
Section 7 of the NLRA protects employees' rights to organize, form unions, and engage in concerted activity. Your attorney identifies whether employer conduct — threats, surveillance, interrogation, or retaliation — violates these protected rights.
Unions have a legal duty to represent all members fairly and without discrimination. If your union mishandled your grievance, arbitrarily refused to pursue your claim, or acted in bad faith, your attorney evaluates your duty of fair representation claim against the union.
Going into a disciplinary or investigatory meeting without preparation is a serious mistake. Your attorney advises you on what to say, what not to say, how to assert your rights, and how to document the proceeding to protect yourself in any appeal.
Understanding your Weingarten rights, Section 7 protections, and the CBA's disciplinary procedures before you walk into any investigatory meeting is the difference between a protected statement and an admission that follows you through arbitration.
Properly invoking your right to union representation — and documenting when that request is denied — creates a record that supports NLRB charges, grievance filings, and arbitration arguments at every stage of the dispute.
If your employer denied your Weingarten request, retaliated for union activity, or your union failed its duty of fair representation, your attorney files the appropriate NLRB charge or civil claim within the applicable deadline.
Union employees have the right to request a union representative at any investigatory interview they reasonably believe could result in disciplinary action. If the employer denies the request and proceeds with the interview, that denial is an unfair labor practice — and statements made may be challenged.
Section 7 of the NLRA protects employees' rights to organize, join unions, and engage in concerted activity for mutual aid or protection. This protection applies to union and non-union employees alike. Employers who threaten, interrogate, surveil, or retaliate against employees for organizing activity commit unfair labor practices.
A union that arbitrarily refuses to pursue a meritorious grievance, discriminates among members, or acts in bad faith in representing a member's interests violates its duty of fair representation. Members who are harmed by such failures may have legal claims against both the employer and the union.
Tell us about your union representation situation so we can connect you with the right legal support.
A legal plan representative will reach out and help you get access to experienced labor and employment attorneys at an affordable monthly cost.
Get connected with a licensed labor attorney for a rights assessment, disciplinary hearing preparation, NLRB charge filing, and ongoing legal support throughout your matter.
Management knows every rule in the book. You should too — before the next meeting, hearing, or organizing campaign puts your job on the line.
Get Legal Help Now"I was called into a meeting with HR and my supervisor with no warning. I asked for my union rep and they told me I didn't need one for this type of meeting. My plan attorney explained that was a Weingarten violation and helped me file an NLRB charge the same week."
"After I started talking to coworkers about forming a union, my performance reviews suddenly went from excellent to poor. My plan attorney recognized the pattern immediately, documented the timeline, and filed a ULP charge that the NLRB found had merit."
"My union refused to take my grievance to arbitration without any real explanation. My plan attorney explained the duty of fair representation, helped me document the union's failure, and pursued a hybrid claim against both the employer and the union. I had no idea that was even an option."
"I had a disciplinary hearing coming up and had no idea what I could and couldn't say. My plan attorney walked me through exactly how to assert my rights, what the union rep's role was, and what to document during the meeting. I went in prepared instead of panicking."