Members Rights

Ten Tips to Protect Yourself If You are Injured at Work

If you ever suffer an on the job injury, please pay close attention to the following information.

Report your work-related accident, injury or condition to your supervisor immediately.

Complete an Employee’s Accident Report. Be sure to list all parts of your body that were affected or hurt.

Ask for and keep a copy of your report.

If you need immediate medical care, advise your supervisor. While your Employer may require you to be seen by a certain physician or clinic, you have the right to be treated by a physician you choose.

Be sure to accurately describe for every physician or medical provider you see your problem and the relationship to work.

You must attend all scheduled appointments with health care providers. Failure to do so could jeopardize your benefits.

Keep copies of all medical slips and notes, such as notes excusing you from work, before you turn them in, and keep a list of all health care providers you see.

Keep copies of all correspondence from your Employer or the insurance company, including the envelopes they came in. Note on each document the date when you received it.

Keep accurate records of days you are out of work, days you return to work, dates you receive medical treatment, mileage to and from medical treatment including receipts for parking and out of pocket medical costs.

Keep copies of your workers’ compensation checks and if you return to work, all your paychecks.

If you have any questions or concerns about your work related injury or Workers’ Compensation please see your Union Steward, Union Representative, or contact the Local 791 Union office at 1-800-535-2752.

Union members are entitled to union representation if they are questioned by management. This right was made possible by the National Labor Relations Act. These representation rights are formally known as the “Weingarten Rights” and are listed below.

When a supervisor or other member of management questions an employee about a matter involving his/her work or a workplace event, the employee may have a right to union representation.

If the employee reasonably believes, at any time before or during the interview, that the questions may lead to discipline or other adverse job change, the employee should tell the employer representative that he/she wants union representation.

The employer is not required by law to offer to call a union steward. The employee must make the request.

When such a request is made, the interviewer should not begin or continue until the steward or other union representative is present. When the steward or representative arrives, the employee has a right to confer with him/her prior to meeting with the supervisor. The steward or representative may counsel the employee during the interview.

The employer may decline to proceed with the interview with the union representative present and take disciplinary action without an interview.

If the employer does not allow the employee to have representation the union may file an unfair labor practice charge.

INTERROGATION RIGHTS STATEMENT

I refuse to submit to (or continue) this interrogation because I fear that I will suffer severe discipline or termination of my employment. I demand my right to consult with a union representative and to have union representation present on my behalf before this proceeding continues. If my demand is not acknowledged, then I refuse to participate in this process and you may take whatever action you deem necessary.

Please contact the union office at 1-800-535-2752 if you have any questions on any of the information listed above.

The Employee’s Right to Union Representation

When Questioned by Management

Member Rights