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Discipline and Termination - Employee Rights in the Public Sector

Discipline and Termination - Employee Rights in the Public Sector. PA 800 Presented by: Amihan Makayan December 12, 2012. AGENDA. California Public Sector Labor Statutes Union Rights in Public Employment Weingarten Rights Skelly Rights Duty of Fair Representation

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Discipline and Termination - Employee Rights in the Public Sector

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  1. Discipline and Termination -Employee Rights in the Public Sector PA 800 Presented by: Amihan Makayan December 12, 2012

  2. AGENDA • California Public Sector Labor Statutes • Union Rights in Public Employment • Weingarten Rights • Skelly Rights • Duty of Fair Representation • Personal Experience and Suggestion

  3. California Public Sector Labor Statutes The CA Public Employment Relations Board (PERB) administers: • HEERA – Higher Education Employment Relations Act , 1979 • EERA – Education Employment Relations Act , 1976 • Dills Act (SEERA) – State Employees , 1979 • Meyers Milias Brown Act (MMBA) – Municipal Employees, 1968

  4. UNION RIGHTS IN PUBLIC EMPLOYMENT • Basic Employee Rights under California Public Sector • Form, join, or assist labor organizations • Bargain collectively through chosen representatives • Present grievances, individually, collectively, or through the Union • Unfair Labor Practices • Interfering with, restraining, or coercing employees in the above rights • Retaliating, discriminating against, or threatening employees (because of above rights) • Dominating or interfering with the formation or administration of any labor organization. • Refusal to meet and confer (bargain) with the union chosen by the employees to be their exclusive representative.

  5. Rights of Permanent Public Employee Workers • These rights are guaranteed by the 5th and 14th Amendments of US Constitution, and the California Constitution. • Free Speech • Property Interest in Job • Due process • Weingarten Rights • Skelly Rights

  6. WEINGARTEN RIGHTS NLRB V. J. WEINGARTEN (420 U.S. 251)

  7. WEINGARTEN HISTORY Leura Collins, clerk at Weingarten Store No. 98 Failed to pay for full price for a box of chicken – was accused of stealing Requested union rep and was deniedmultiple times Unfair labor charge filed with NLRA Ruling become Weingarten rights Applies to private companies with represented employees Public sector uses term but in reality covered by state and US constitutions and other labor laws and statutes.

  8. WEINGARTEN RIGHTS 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. The employer is not required to suggest representation. Rule 2: After the employee makes the request, the employer must choose from among three options. The employer must grant the request and delay questioning until the union representative arrives and has a chance to consult privately with the employee Deny the request and end the interview immediately; or Give the employee a choice of 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.

  9. SKELLY RIGHTS Skelly v. State Personnel Board (1975) California Supreme Court

  10. SKELLY RIGHTS Public employees protection of Due Process clauses of California and US Constitutions. Property Interest in Employee’s jobs Pre-disciplinary: Notice of proposed action Reason for the action Copy of charges and materials Right to Respond to Charges No formal hearing required Post-disciplinary: Written notice of the grounds for termination Evidentiary hearing Neutral hearing officer Burden of proof is on employer

  11. Skelly Rights • Applies to • Termination • Long suspension (5+ days) • Does not apply to • Written warning • Short suspension ( <5 days) • Reclassification • Demotion in lieu of layoff • Reassignment and transfer • Skelly rights is separate and in addition to the collective bargaining agreement

  12. DUTY OF FAIR REPRESENTATION National Labor Relations Act

  13. DUTY OF FAIR REPRESENTATION • Under the National Labor Relations Act • Obligation to represent all employees fairly, in good faith, and without discrimination. • Often misunderstood

  14. PERSONAL EXPERIENCE AND SUGGESTIONS • Importance of following appropriate procedures • Importance of following HR advice • Understand the roles of Management, HR, and Labor

  15. QUESTIONS? Thank you!

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