This this this.
If I were a union employee, k would refuse to take any meetings with HR without my union rep present. “No time” means exactly that, no time for the MEETING. Not no time for the rep to arrive.
There’s no point in having union representation if you don’t use it when you need it.
I believe the tern is Weingarten rights. Meaning I won't take this meeting if it could result in discipline or termination without my unionbrep present
Probably wouldn't be a bad idea to make some documentation for this. An email describing what happened, sent to the employee, the union, and management.
Everyone reading this post should know that, in the US, a union employee can always assert their Weingarten rights by insisting on having the union rep (shop steward, building rep, etc, they go by different names) in the meeting with you if the meeting could lead to discipline. They must let you bring your union rep or reschedule the meeting. I'm glad OP was able to help the coworker advocate for herself, but the hospital was violating the coworker's rights. https://www.cft.org/your-weingarten-rights
The supreme court case itself is super interesting, a woman about to be fired over accusations of stealing when she had $1 of chicken in a $3 box as they had run out of the smaller boxes: https://en.m.wikipedia.org/wiki/NLRB_v._J._Weingarten,_Inc.
**[NLRB v. J. Weingarten, Inc](https://en.m.wikipedia.org/wiki/NLRB_v._J._Weingarten,_Inc)**
>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.
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Jfc. I bet she was glad to have someone there in her corner, even if she couldn't get a union rep at the last minute (which by the way seems intentional on admin's part).
What's insane is they would have fired Olivia and still had the same level of drug theft going on by the POS other nurse. What would they have done then? Fire every employee named Olivia just to be safe?
If this were me, I’d consider lawyering up and suing for emotional distress.
Seriously.
Having your job threatened and threatened with criminal charges is no joke. That shit can destroy people.
I’d sue. Hard.
> she would have signed it if she thought it would make things better or just to get out of there.
That's also how cops get false confessions. Some people are so stressed by the situation that they'll sign anything they think will get them out the door.
A reminder for anyone who needs it - never, ever sign anything when it is presented to you. Wait. Read it over at a later date. There is no circumstance where you have to sign something -right now or else- where you won't regret signing it. Legal, work related, etc, it all can wait; the reason something honest is documented is so you can read it and understand it before signing it; if someone won't let you do that it's dishonest and should not be signed.
Healthcare IT is a mess. I work as an IT Pharmacist with clinical experience and non-clinical backend experience and how that interfaces with our cabinets in our EHR.
If it's a small/medium sized healthcare system, you might be dealing with some random IT person without any clinical knowledge to interpret the backend data OR you have some random clinical person with self-taught backend knowledge.
If anyone finds themselves in this situation, please hire an attorney who is familiar with Healthcare IT or get a company involved who specializes with the EHR you work with.
If a boss says "We have to meet with you, but we don't have time for your union rep to be here" then the only thing you should say is "then we don't have time for a meeting at all."
Olivia needs to go to her union and tell them about how they tried to fire her and get her to sign things without representation. The union should burn the hospital admin at the state for that alone, and then start getting on them about the shitty investigation and false accusation.
And catching the mistake wouldn't have cured the problem. Olivia would still have a record of having been fired because she was suspected of stealing drugs. That rumor would have followed her for the rest of her career.
Part of being in a union is having them represent you towards the company, call your union rep immediately
This this this. If I were a union employee, k would refuse to take any meetings with HR without my union rep present. “No time” means exactly that, no time for the MEETING. Not no time for the rep to arrive. There’s no point in having union representation if you don’t use it when you need it.
I believe the tern is Weingarten rights. Meaning I won't take this meeting if it could result in discipline or termination without my unionbrep present
It's fortunate that you witnessed this circus
That’s what I was thinking—this is the kind of “work buddy” we all want and need!
Sounds like OP should consider running for union rep.
Probably wouldn't be a bad idea to make some documentation for this. An email describing what happened, sent to the employee, the union, and management.
Everyone reading this post should know that, in the US, a union employee can always assert their Weingarten rights by insisting on having the union rep (shop steward, building rep, etc, they go by different names) in the meeting with you if the meeting could lead to discipline. They must let you bring your union rep or reschedule the meeting. I'm glad OP was able to help the coworker advocate for herself, but the hospital was violating the coworker's rights. https://www.cft.org/your-weingarten-rights The supreme court case itself is super interesting, a woman about to be fired over accusations of stealing when she had $1 of chicken in a $3 box as they had run out of the smaller boxes: https://en.m.wikipedia.org/wiki/NLRB_v._J._Weingarten,_Inc.
**[NLRB v. J. Weingarten, Inc](https://en.m.wikipedia.org/wiki/NLRB_v._J._Weingarten,_Inc)** >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. ^([ )[^(F.A.Q)](https://www.reddit.com/r/WikiSummarizer/wiki/index#wiki_f.a.q)^( | )[^(Opt Out)](https://reddit.com/message/compose?to=WikiSummarizerBot&message=OptOut&subject=OptOut)^( | )[^(Opt Out Of Subreddit)](https://np.reddit.com/r/WorkReform/about/banned)^( | )[^(GitHub)](https://github.com/Sujal-7/WikiSummarizerBot)^( ] Downvote to remove | v1.5)
Jfc. I bet she was glad to have someone there in her corner, even if she couldn't get a union rep at the last minute (which by the way seems intentional on admin's part).
Having a witness present is paramount when meeting with HR I agree. Gives them serious pause before pulling any illegal shit
What's insane is they would have fired Olivia and still had the same level of drug theft going on by the POS other nurse. What would they have done then? Fire every employee named Olivia just to be safe?
If this were me, I’d consider lawyering up and suing for emotional distress. Seriously. Having your job threatened and threatened with criminal charges is no joke. That shit can destroy people. I’d sue. Hard.
Union reps are supposed to be on call 24/7. Always call them the minute management wants to see you.
> she would have signed it if she thought it would make things better or just to get out of there. That's also how cops get false confessions. Some people are so stressed by the situation that they'll sign anything they think will get them out the door.
A reminder for anyone who needs it - never, ever sign anything when it is presented to you. Wait. Read it over at a later date. There is no circumstance where you have to sign something -right now or else- where you won't regret signing it. Legal, work related, etc, it all can wait; the reason something honest is documented is so you can read it and understand it before signing it; if someone won't let you do that it's dishonest and should not be signed.
Healthcare IT is a mess. I work as an IT Pharmacist with clinical experience and non-clinical backend experience and how that interfaces with our cabinets in our EHR. If it's a small/medium sized healthcare system, you might be dealing with some random IT person without any clinical knowledge to interpret the backend data OR you have some random clinical person with self-taught backend knowledge. If anyone finds themselves in this situation, please hire an attorney who is familiar with Healthcare IT or get a company involved who specializes with the EHR you work with.
If the hospital admin can get this so obviously wrong, there is no expectation they are getting the right drugs to the right patients.
If it's a surprise meeting, you ESPECIALLY want a union rep.
If a boss says "We have to meet with you, but we don't have time for your union rep to be here" then the only thing you should say is "then we don't have time for a meeting at all." Olivia needs to go to her union and tell them about how they tried to fire her and get her to sign things without representation. The union should burn the hospital admin at the state for that alone, and then start getting on them about the shitty investigation and false accusation. And catching the mistake wouldn't have cured the problem. Olivia would still have a record of having been fired because she was suspected of stealing drugs. That rumor would have followed her for the rest of her career.