collective bargaining agreement contract between - Bureau of Indian ...

B. Management will not compel employees to invest their money, donate to charity, or participatewithout compensation in activities, meetings, or undertakings not related to their performance ofofficial duties. This does not preclude publicity of officially sanctioned programs and savingsbond campaigns. Normally, immediate supervisors will not collect pledges or contributionsfrom employees under their supervision.Section 4. Weingarten RightsA. The right of employees to have union representation at investigatory interviews is based on aU.S. Supreme Court case (NLRB vs. Weingarten, Inc., 420 U.S. 251, 88 LRRM 2689) and per 5USC 7114(a) (2) (B). These rights have become known as the Weingarten rights. Aninvestigatory interview occurs when a supervisor or other representative of Managementquestions an employee to obtain information which could be used as the basis for discipline orask an employee to defend his or her conduct. If an employee has a reasonable belief thatdiscipline or other adverse consequences may result from what he or she says, the employee hasthe right to request union representation.B. The employee must make a clear request for union representation before or during the interview.The employee cannot be punished for making the request.C. Union Representative involvement at a Weingarten interview include:(1) The representative will be allowed to speak privately with the employee before the interview;(2) During questioning, the representative can interrupt to clarify a question so that the employeecan understand what is being asked;(3) If the Weingarten rules are complied with, the representative does not have the right to tellthe employee not to answer questions or to give false answers. Employees can be disciplinedif they refuse to answer questions.D. Management will not impose any restraint, interference, coercion, or discrimination against anemployee who exercises his/her right to designate a Union representative.E. At the time the employee is contacted to schedule a Weingarten interview, the followinginformation will be provided to the employee:(1) The subject matter of the interview in a much specificity as possible, except when doing sowould undermine the investigation; and(2) Whether the employee is the subject of the conduct interview or the employee is beinginterviewed as a third party witness, if known with certainty and if doing so would notundermine the investigation.F. If an employee is represented in an interview and the subject of the interview changes to subjectsover which the employee and the representative have not conferred, the employee or therepresentative may request to confer on such issues.19