Member Benefits & Protections
Benefits of LFU Membership
Joining the Longy Faculty Union means having the resources, support, and protections that help you thrive as an educator. As a member, you gain access to:
- Workplace advocacy and support: If you ever face a concern or conflict related to your teaching at Longy, LFU membership ensures you have representation and a knowledgeable advocate by your side.
- A say in your working conditions: Members can vote on contracts and union leadership, giving you a voice in decisions that directly impact your job.
- Professional support: Union membership strengthens your rights and protections under the Collective Bargaining Agreement, including pay equity, workload protections, and clarity around contracts.
- Exclusive benefits and discounts: As a member of LFU, you're automatically enrolled in our state and national affiliates—the American Federation of Teachers Massachusetts (AFT-MA) and American Federation of Teachers (AFT). Through them, you get access to:
- Travel, insurance, and financial discounts
- Home and auto services
- Continuing education resources
- And much more
Rights & Protections for Union Members
As a union member, you are guaranteed a range of legal rights and workplace protections that help ensure fairness, transparency, and accountability in your employment. These include:
These rights are supported by federal law. For a detailed summary, see the U.S. Department of Labor’s guide to Union Member Rights and Officer Responsibilities under the LMRDA.
In addition, as a unionized faculty member, you are entitled to Weingarten Rights—the right to union representation during any meeting with your employer that could lead to disciplinary action. This is a powerful protection, and we encourage all members to understand how and when to assert it.
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.
When the employee makes the request for a union representative to be present, management has three options:
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.
For more information, visit the National Labor Relations Board overview of Weingarten Rights.
As a union member, you are guaranteed a range of legal rights and workplace protections that help ensure fairness, transparency, and accountability in your employment. These include:
- The right to fair representation in matters related to your employment
- The right to participate in union decisions, including votes on leadership and contracts
- Protection from retaliation for union activity or advocacy
These rights are supported by federal law. For a detailed summary, see the U.S. Department of Labor’s guide to Union Member Rights and Officer Responsibilities under the LMRDA.
In addition, as a unionized faculty member, you are entitled to Weingarten Rights—the right to union representation during any meeting with your employer that could lead to disciplinary action. This is a powerful protection, and we encourage all members to understand how and when to assert it.
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.
When the employee makes the request for a union representative to be present, management has three options:
- it can stop questioning until the union representative arrives,
- it can call off the interview or,
- 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 employee 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.
For more information, visit the National Labor Relations Board overview of Weingarten Rights.
