There are times when meetings are held with administrators that should have an Association liaison present, especially if the meeting is investigatory in nature. The ATA liaison is there to listen and take notes, and to offer advice, or clarification to the staff member, if needed or requested. The ATA liaison is not there to answer personnel questions asked by the administrator. As an Association member you have certain rights known as your Weingarten Rights. The Supreme Court ruled that the following rules apply in an investigatory interview. Be sure to exercise them.
  • RULE 1: The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request.
  • RULE 2: After the employee makes the request, the employer must choose from among three options. The Employer must either: grant the request and delay questioning until the union representative arrives and has a chance to consult privately with the employee; deny the request and end the interview immediately; or give the employee a choice of having the interview without representation or ending the interview.
  • RULE 3: If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor practice and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.
The following ATA liaisons are available to sit in on meetings with an administrator, should you request it.
Dryden - Katie Hart, Judy Thompson Patton - Ann Buch, Tim Morkert
Dunton - Deanne Howard South - Kelly Drevline, Liz Ruggles
Greenbrier - Jeff McHugh, Lorrie Palm Thomas - John Katzenmayer, Jim Grant
Ivy Hill - Angie Burns, Deb Solus Westgate - Christie Brennan, Eric Kirschner
Olive - Carol Wells, Suzanne Quick Windsor - Mary Olson, Jason Gember
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