You have a right to seek remedial relief pursuant to protections afforded to you in the CBA, DPR and applicable laws and regulations.
Investigatory Interviews (“Weingarten meetings”)
You have a right to have a union representative present during an investigatory interview. An investigatory interview occurs when a supervisor, manager, official or agent of an agency questions you to obtain information that could result in a disciplinary or other adverse action. Performance review meetings do not constitute investigatory interviews. You may not be informed ahead of time that you have a right to a steward being present at such a meeting or a non-investigatory meeting may take a turn and morph into an investigatory interview. It is imperative that if you find yourself in such a meeting, you assert your right to have a union representative present. When you do so, the interviewing official must either (a) grant the request and delay or reschedule questioning until a union representative arrives and has had a chance to consult privately with you; (b) deny the request and end the interview immediately; or (c) give you a choice of having the interview without union representation or ending the interview. If your request is ignored and the questioning continues - an unfair labor practice (“ULP”) has been committed. If this ever happens, you should immediately inform a union official so that a ULP can be filed.