Never go into a meeting with management without union representation.  Even if they say it's not necessary, never go into a meeting with management without union representation.

These are your Weingarten Rights.

In 1975 the United States Supreme Court in the case of NLRB v. J. Weingarten, Inc. 420 U.S. 251 (1975) upheld a National Labor Relations Board (NLRB) decision that employees have a right to union representation at investigatory interviews 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: After the employee makes the request, the employer must choose from among three options:

• grant the request and delay questioning until the union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the employee;
• deny the request and end the interview immediately; or
• give the employee a clear choice between having the interview without representation, or ending the interview.

Rule 3: If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor practice and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.

In July 2000, the NLRB under the Clinton administration extended the Weingarten Rights to employees at nonunionized workplaces. On June 15, 2004, the NLRB under the George W. Bush administration effectively reversed the previous ruling by a three to two vote.

Weingarten card

The following is an example of a card which an employee can either read or present to management prior to a meeting with management where the employee believes that discipline or termination may result:

"If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative, officer, or steward be present at this meeting. Until my representative arrives, I choose not to participate in this discussion."

Do you need union rep if they take you out of a position (ex service desk or csr) or to write in your file you have been talked to/given a warning?

As a 40 yr member, this is good advice because I am familiar with all this. If you feel you are being harassed in any way, a cool down period will be recognized by HR. You do have the right to say, that you are putting them on notice of your feelings. You make walk away, till you cool down. Call your rep. You can inform mgmt. that you will record all conversations, and that usually ends it. Do not secretly record. Also notify HR, but do not answer any questions, just put them on notice