longyfacultyunion.org
Longy Faculty Union
John Morrison, President
Terry King, Vice-President
Karyl Ryczek, Secretary
Peter J. Evans, Treasurer
Danilo Bonina,  Representative-at-Large
Libor Dudas,  Representative-at-Large
AFT-MA, Local # 06484
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          • LFU Special Meeting Minutes 2011/03/04
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        • LFU Meeting Minutes 2010 Q4 >
          • LFU Executive Board Meeting minutes 11/30/10
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          • LFU Executive Board Meeting minutes 08/25/10
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          • LFU Executive Board Meeting minutes 05/21/10
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      • LFU Constitution and By-Laws 2012.02.28
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      • CP closing LFU proposal 2013.07.01 >
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          • CP closing LFU proposal 2013.06.11
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          • LFU CP closing Longy proposal 2013.08.09
          • CP closing Longy proposal 2013.07.12 40 and over
          • CP closing Longy proposal 2013.07.12 under 40
          • CP closing Longy proposal 2013.07.08-2
          • CP closing Longy proposal 2013.07.08-1
          • CP closing Longy proposal 2013.06.13
          • CP closing Longy proposal 2013.06.12
          • CP closing Longy proposal 2013.06.04
          • CP closing Longy proposal 2013.05.17
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          • CP closing Longy proposal 2013.05.07 v.1
    • 2012 Reappointment Proposals >
      • LFU Reappointment Criteria Proposal-Letter 2012.10.17
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      • LFU Reappointment Criteria proposal 2011.02.05
      • LFU Compiled Contract 2/5/2011
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  • Long-Standing Past Practice Regarding Studio Classes
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  • Initial Collective Bargaining Agreement
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    • CBA Comparison 3/6/2011
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  • National Labor Relations Board Filings and Decisions
    • NLRB Issues Complaint against Longy 2015-05-29
    • NLRB Administrative Law Judge Decision 2015-01-07
    • NLRB Files Brief to Judge in Case Against Longy 2014-12-23
    • NLRB Issues Amendment to Complaint Against Longy 2014-10-27
    • NLRB Issues Complaint against Longy 2014-08-28
    • Settlement Notice 2013-11-20
    • Settlement Agreement 2013-09-25
    • NLRB Issues Consolidated Complaint 2013-06-28
    • Motion for Withdrawal of Charges 3/11/2011
    • Judge Saris Memorandum and Order 1/4/2011
    • NLRB filing to Judge Saris 12/9/2010
    • NLRB Files Amended Consolidated Complaint 12/6/2010
    • NLRB Files Petition for Injunction 11/16/10 >
      • Respondent's Answer to Petition for Injunction 11/24/2010
      • Respondent's Memorandum of Law 11/24/2010
    • NLRB issues Complaint 10/15/10
    • Certification of Representative 2/1/2010
    • Decision and Direction of Election 12/9/2009
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  • LFU in the Press
    • Advocate Feb 2011
    • Cambridge Chronicle 1/11/2011
    • Boston Globe 1/8/2011
    • Boston Musical Intelligencer 1/7/2011
    • Boston Musical Intelligencer 1/2/2011
    • AFT Faculty and College Excellence 12/8/2010
    • Boston Musical Inelligencer 12/4/2010
    • Boston Globe 11/30/2010
    • Cambridge Chronicle 11/30/2010
    • Cambridge Chronicle 10/26/10
    • Boston Globe 8/13/2010
    • Boston Globe Exhibitionist blog 8/12/2010
    • Cambridge Chronicle 05/20/10
    • International Musician May 2010
    • Boston Globe 04/01/10
  • Letters
    • LFU to Karen Zorn et al 2/18/2014
    • Victor Rosenbaum Op-Ed 2013-04-11
    • LFU to Karen Zorn 12/5/12
    • LFU to Musicians of Minnesota Orchestra 11/8/12
    • Karen Zorn to Board of Visitors 08/26/10
    • LFU to Board of Trustees 08/11/10
    • Students to Longy President and Trustees 7/1/2010
    • AFT MA President Tom Gosnell to Karen Zorn 3/23/2010
    • Faculty realignment 3/19/2010
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"Weingarten" Rights

The rights of employees to have union representation at investigatory interviews were clarified by the U.S. Supreme Court in NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975). These rights have become known as the Weingarten rights.

Employees have 
Weingarten rights only during investigatory interviews. An investigatory interview occurs when a supervisor either questions an employee to obtain information that could be used as a basis for discipline or asks an employee to defend his or her conduct.

If an employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says, the employee has the right to request union representation at the meeting. Management is not required to inform the employee of his or her 
Weingarten rights; it is the employee's responsibility to know them and make the request. Click here to download a form letter you can use to make such a request.

When the employee makes the request for a union representative to be present, management has three options: 
  1. it can stop questioning until the union representative arrives, 
  2. it can call off the interview or, 
  3. it can tell the employee that it will call off the interview unless the employee voluntarily gives up his or her rights to a union representative (an option the emplovee should always refuse.)

Employers will often assert that the only role of a union representative in an investigatory interview is to observe the discussion. The Supreme Court, however, clearly acknowledges a representative's right to assist and counsel workers during the interview.

The Supreme Court has also ruled that during an investigatory interview management must inform the union representative of the subject of the interrogation. The union representative must also be allowed to speak privately with the employee before the interview. During the questioning, the union representative can interrupt to clarify a question or to object to confusing or intimidating tactics.

While the interview is in progress, the union representative can not tell the employee what to say, but he may advise them on how to answer a question. At the end of the interview, the union representative can add information to support the employee's case.

On June 15, 2004, the National Labor Relations Board ruled by a 3-2 vote that employees who work in a nonunionized workplace are not entitled under Section 7 of the National Labor Relations Act to have a coworker accompany them to an interview with their employer, even if the affected employee reasonably believes that the interview might result in discipline. 

This decision effectively reversed the July 2000 decision of the Clinton Board that extended Weingarten rights to nonunion employees.
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