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Re: Hs and Schedule B Numbers

In:

Submitted By lud17star
Words 362
Pages 2
Hi Khaled
I have to disagree with you; I believe the Weingarten Rights are still important today and employees should have the right to request the presence of union representative in an investigatory interview. This is a tough market and employees get layoff all the time for unnecessary reasons. These rights are in place to provide a cushion for employees if they feel they are been treated unfairly by a company. To label them as “misbehaving employee” is unfair in so many ways. The Weingarten Rights are not here to encourage people to not perform their duties at work; they are available just in case people are been mistreated despite of their good conduct and work ethics. If we depend on our own effort to go against some of the major corporations that have the best lawyers in the country, we might as well give up the fight. Unions would not intervene if there is sustainable proof that an employee is guilty of the case accused of. An employee has no rights to request a representative if the meeting is to convey corrections in the employee’s work techniques, instructions, and training purposes.

Hi Mireille,
You definitely right, sometimes the cost of being a whistle-blower can have too many drawbacks for the employee. It can be a rewarding feeling to whistle on your employee; however the person might be labeled as the whistleblowers. This can hurt the employee reputation within the company or outside. Many companies don’t want to hire someone they know might cause them legal problem in the future. Although retaliation is illegal, it does occur to whistleblowers in many different forms. The whistleblower must be ready for all form of retaliation and be quick to get legal support. Moreover, legal actions are very expensive and whistleblowers might have to pay for their own legal actions. Taking this action can be emotionally hard on employee because they will

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