WEINGARTEN RULE

If a discussion with an administrator could, in any way, lead to me being disciplined or terminated, or affect my personal working conditions, I respectfully request that my Association representative be present at the meeting. Without representation, I choose not to answer any questions.

Your Association Representative will:

Get Information

• Asks questions, beginning with "what is the purpose of this meeting?"
• Clarifies facts
• Listens
• Takes Notes

Advocate for the Employee

• Speaks for the Employee
• Explains
• Points out extenuating circumstances
• Argues the employee's case
• Asserts rights under the collective bargaining agreement

Protects the Employee

• From verbal abuse
• From making a bad decision about their job
• From making statements that could be used against them
• 
  

Supports the Employee

• Provides moral support
• Provides helpful information and advice

Remember: If an employee is accused of serious misconduct that could result in dismissal or criminal prosecution (usually physical contact with students or excessive force) your job is to assert their Fifth Admendment right to remain silent, get them out of there, and get them to a CTA attorney.