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NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975), is a United States labor law case decided by the Supreme Court of the United States.It held that employees in unionized workplaces have the right under the National Labor Relations Act to the presence of a union steward during any management inquiry that the employee reasonably believes may result in discipline.
New Hampshire adopted a right-to-work bill in 1947, but it was repealed in 1949 by the state legislature and governor. [72] In 2017, a proposed right to work bill was defeated in the New Hampshire House of Representatives 200–177. [73] In 2021, the same bill was reintroduced but again defeated in the House of Representatives 199–175. [74]
During the trial the judge denied Faretta's motions to be co-counsel and other motions he attempted to make on his behalf. Subsequently, he was convicted by a jury and sentenced to time in prison. The California Court of Appeal, which relied on a recent California Supreme Court decision that had expressly decided the issue, ruled that Faretta ...
These rights have become known as the Weingarten Rights. During an investigatory interview, the Supreme Court ruled that the following rules apply: 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
Unions can take collective action to defend their interests, including withdrawing their labor on strike. There are not yet general rights to directly participate in enterprise governance, but many employees and unions have experimented with securing influence through pension funds, [7] and representation on corporate boards. [8]
A less severe form of involuntary termination is often referred to as a layoff (also redundancy or being made redundant in British English). A layoff is usually not strictly related to personal performance but instead due to economic cycles or the company's need to restructure itself, the firm itself going out of business, or a change in the function of the employer (for example, a certain ...
The term stems from Loudermill v.Cleveland Board of Education, in which the United States Supreme Court held that non-probationary civil servants had a property right to continued employment and such employment could not be denied to employees unless they were given an opportunity to hear and respond to the charges against them prior to being deprived of continued employment.
As stated in Brewer v.Williams, 430 U.S. 387 (1977), the right to counsel "means at least that a person is entitled to the help of a lawyer at or after the time that judicial proceedings have been initiated against him, 'whether by way of formal charge, preliminary hearing, indictment, information, or arraignment. ' " [2] Brewer goes on to conclude that once adversarial proceedings have begun ...