Maintained by the RAF Caucus. This is general information, not legal advice. If you are in trouble right now, this page tells you the first few things to do and who to contact. Find your situation below and start there.
- Write it down now. Save the facts while they are fresh: dates, times, what was said, who was present, and copies of any messages or documents. Do this on a personal device and personal account, not company systems. See Security Culture.
- You have the right not to go it alone. If you are called into a meeting you reasonably believe could lead to discipline, you can ask for a coworker or union representative to be present. These are your Weingarten rights — see Grievances for how to invoke them.
When in doubt, contact AWU before you respond to the employer. Reach out to a RAF organizer or through the caucus.
- Before any meeting that could lead to discipline, state clearly that you want a union representative or coworker present (your Weingarten right). If it is refused, say so on the record and note it in your documentation.
- You do not have to answer questions on the spot. It is fine to say you need time and will follow up.
- Contact AWU immediately and document what happened. See Grievances for the process and your rights.
- Do not sign anything — especially a severance agreement or release of claims — before you understand what you are giving up. Ask for time to review.
- Save copies of your access, documents, and communications before you lose them, keeping to personal devices and accounts.
- Contact AWU. Layoffs can raise legal issues (notice requirements, discrimination, retaliation) and a collective response is often stronger than an individual one.
- Retaliation for union or concerted activity is illegal under the National Labor Relations Act. Write down what changed, when, and how it connects to your organizing.
- Contact AWU right away. There is a time limit: unfair labor practice (ULP) charges generally must be filed with the NLRB within six months.
- Do not confront the employer alone about the retaliation. See Your Rights and Grievances.
- Do not act under pressure in the moment. It is reasonable to ask for the request in writing and to ask for time.
- Document the request: who asked, when, and exactly what was asked.
- Talk to trusted coworkers and to AWU. Concerns raised collectively are protected activity and are far harder to retaliate against than a lone objection.
- If you are in immediate danger, prioritize your safety first.
- Document each incident: date, time, what happened, and any witnesses.
- You have options that can run in parallel: internal reporting channels, and support and advice from AWU. A union representative can help you navigate reporting so you are not facing it alone. Contact AWU.
Most of the wiki explains your rights in depth. In a crisis you do not need an explanation — you need the first three moves. Once you have taken them, read the fuller pages: Your Rights, Grievances, and Collective Bargaining. And remember that the most effective remedy is often collective, not individual — see Collective Action.