Loudermill Rights

[bbr345]

What is the name of your state (only U.S. law)? MN

Does an investigative interview with a union employee who is the subject of the investigation satisfy their Loudermill rights? In other words, can you hand out finalized disciplinary action (suspension, demotion, termination, etc) directly following the investigative interview/completion of the investigation? Or, do you still have to afford the employee the opportunity to a Loudermill hearing after proposing the discipline even if you have already completed an investigative interview prior to proposing the discipline? I ask because it seems as though the employee in either case has been afforded an opportunity to present their information.

Any information as well as highlighting any applicable statutes is greatly appreciated.

Thank you!

 

[bbr345]

What is the name of your state (only U.S. law)? MN

Does an investigative interview with a union employee who is the subject of the investigation satisfy their Loudermill rights? In other words, can you hand out finalized disciplinary action (suspension, demotion, termination, etc) directly following the investigative interview/completion of the investigation? Or, do you still have to afford the employee the opportunity to a Loudermill hearing after proposing the discipline even if you have already completed an investigative interview prior to proposing the discipline? I ask because it seems as though the employee in either case has been afforded an opportunity to present their information.

Any information as well as highlighting any applicable statutes is greatly appreciated.

Thank you!

Not a popular topic I guess ha ha.

 

[Zigner]

You sure come up with a lot of scenarios. I am curious...is this something you are personally involved with?

 

[bbr345]

You sure come up with a lot of scenarios. I am curious...is this something you are personally involved with?

No but I do work in a Unionized workforce and it seems that these matters are approached differently in different situations.

 

[Zigner]

No but I do work in a Unionized workforce and it seems that these matters are approached differently in different situations.

This forum prefers to help people dealing with actual issues, not hypotheticals.

 

[bbr345]

This forum prefers to help people dealing with actual issues, not hypotheticals.

I guess I don't quite understand the reluctance? It is a question that pertains to real disciplinary processes that occur all the time in unionized work forces. Because I am not referring to one specific real situation but an overall practice that affects multiple real situations, did I not provide enough detail or specific scenario information for there to be an answer to the question?

I probably put to much "fluff" around the question, it is my personality to try to be specific even when it is a generalized question. I am really simply asking does the investigative interview satisfy a union employee's Loudermill hearing rights?

 

[bbr345]

This forum prefers to help people dealing with actual issues, not hypotheticals.

And if it is about the help that people aim to provide those asking questions on this site, I assure you it would be helpful for me to understand the basic rights afforded to those in my organization to ensure processes are being followed correctly.

 

[Zigner]

Ask your union rep or contact a local employment law attorney.

 

[bbr345]

Ask your union rep or contact a local employment law attorney.

Wouldn't anyone who comes to this forum and asks a question also be able to take that advice? Why do you provide guidance to anyone on here? I have a legal question, of course I could ask an attorney but I came on here instead just like hundreds of others and many that you have seemed to have no issue answering?

 

[bbr345]

Anyone else have an answer?