Know your rights at work
Your union is here to help you understand your contract, speak up and get representation. Contact your steward or business representative promptly when a workplace issue arises.
New to the union?
Who is my representative? Start with your workplace steward or the Offices directory. Your employer and worksite determine your assignment, not simply the nearest office. If unsure, contact Justin Mauldin for routing.
Where do I get my contract? Ask your business representative for your current collective bargaining agreement (CBA). It explains negotiated pay, benefits and workplace procedures.
What if I have a workplace problem? Contact your steward or business representative promptly. Keep dates, documents and witness names. Contract deadlines can be short; do not wait for the next union meeting.
How can I get involved? Ask your local about meetings, committees and opportunities to help. Your local can explain membership, dues and voting eligibility; requirements vary.
How do I update my contact details? Use the instructions on the Offices page. Updating your details does not itself enroll you in SMS messages.
Weingarten: ask for representation
Under the NLRA, union-represented employees may request a representative during an investigatory interview they reasonably believe could lead to discipline. You must make the request; the employer generally does not have to remind you.
You can say: “I believe this questioning could lead to discipline. I request a union representative before the interview continues.”
After a valid request, the employer can grant it, end the interview, or offer you the choice of continuing without representation or having no interview. A representative can advise and actively assist you, not merely observe. The right does not automatically cover every meeting, such as one only announcing a final disciplinary decision. Your contract may provide additional protections.
Read the NLRB's Weingarten guidance
Stewards & protected advocacy
Covered employees can join together about wages, safety and working conditions, support a union, and bring group concerns to management. Employers cannot retaliate for protected union or concerted activity. That includes protected advocacy by stewards on behalf of coworkers.
Being a steward is not blanket immunity from workplace rules or discipline. Misconduct can lose legal protection, and the facts matter. Check your CBA for steward access, paid union time and grievance procedures rather than assuming they apply universally.
NLRB: protected activity and employer interference
Fair representation
A union must represent bargaining-unit employees fairly, in good faith and without discrimination, including when handling grievances. This obligation includes employees who are not union members.
Learn about fair representation
Your contract & grievances
Download the blank fillable grievance form (PDF)
Need a copy of your CBA? Email your business rep
The link opens our representative directory so you can find the right business rep for your workplace. A collective bargaining agreement (CBA) sets your negotiated workplace terms and grievance process.
Record what happened, dates, witnesses and relevant documents. Contact your representative quickly: CBA deadlines can be short. A generic grievance form does not replace your contract's required steps, filing recipient or deadlines. Do not submit confidential case details through the site's general contact form.
Which law applies?
The NLRA covers most private-sector employees, with exclusions including supervisors, independent contractors and government employees. Railroad and airline workers have a different federal framework. Public-sector representation rights depend on the applicable federal, state or local law and contract. Employment by a government contractor does not by itself make you a government employee.
If you suspect a violation, contact your representative or the NLRB promptly. NLRA charges generally have a six-month filing period; do not assume a grievance pauses it.
NLRB: how to enforce your rights
Steward toolbox
Before the meeting: identify the issue, check the contract and request representation when applicable. Confirm grievance deadlines with your business representative.
Build the record: note who, what, when and where; keep relevant documents and witness names. Record the contract provisions involved, the requested remedy and every filing deadline.
Use the blank grievance form linked above, but follow your CBA’s required steps and recipients. Keep copies of submissions and responses.
Protect confidentiality: share case details only with people who need them for representation. Do not upload medical records or sensitive case files through the general contact form.
General educational information, not legal advice for a specific situation. Ask your representative about your workplace and current law.