The Weingarten decision provides that an employee has the right to be represented by the union at an investigatory meeting when the employee has a reasonable belief that the meeting could lead to discipline. Those rights are not automatic. An employee must exercise those rights. Employee rights do not do any good unless they are used. The four major points to the Supreme Court decision are:
1. The employee must request representation.
2. The employee must have reasonable belief that discipline may result from the meeting.
3. The employee can consult with the union representative prior to the meeting.
4. The union representative must be allowed to speak during the meeting and can advise the employee on how to answer the question.