In the U.S.A employers are NOT required to ….

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Employee Rights 

Interested in Joining SPEEA?

Know Your rights AT WORK

You have the right to join SPEEA

Not union?  Want to stay connected to other aerospace professionals? 

Working people expect and deserve a safe, healthy and fair environment at work. Over the years, local, state and the federal government have enacted a number of laws to ensure basic rights for most employees. These include anti-discrimination, minimum wage, safety standards and the right to family and medical leave. 

SPEEA, IFPTE Local 2001 can help answer your questions about workplace issues and conditions. Contact us at ​

Your Rights at Work is a booklet that has more information about your rights and who you can contact if you feel your rights are being violated. Click here to download AFL-CiO booklet (PDF)

Right to representation – Union members have an important and additional right to on-the-spot representation in any situation that could potentially result in disciplinary action.

  • Established by the U.S. Supreme Court in 1975, Weingarten Rights allow union-represented employees to stop a meeting concerning potential discipline with a supervisor and request their union representative before continuing. Only union-represented employees have this right. 

Employees covered by union contracts have additional rights beyond those of unrepresented employees. 

SPEEA contracts include a “Just Cause” provision for releasing employees.

  • Unlike “Employment at Will” which allows employers to fire employees for any reason or no reason, “Just Cause” requires the employer to have a good reason to discipline or fire an employee.  If the employee is performing poorly, the employer must provide a reasonable opportunity for improvement.
  • Provide fair pay, medical coverage, retirement benefits and good working conditions
  • Give warning or a reason before laying off or firing employees

Only a labor union contract, jointly agreed to by employees and management, can guarantee wages, benefits, conditions of employment and the employer's obligations and responsibilities. 

The National Labor Relations Act (NLRA) Signed into law July 5, 1935, the NLRA established the national labor policy for employer and employee relationships. 

The NLRA guarantees employees can:

  • Meet to discuss joining a union
  • Sign, or ask someone to sign a union card or petition
  • Distribute and read union literature during breaks
  • Refuse to talk to management about the union
  • Join a union

  • Participate in "protected concerted activity," group activities to modify wages or working conditions.
  • Under the NLRA employers cannot:
  • Ask employees about union activities
  • Prevent employees from talking to co-workers on their own time about the union
  • Discriminate, threaten, discipline or fire employees for union participation
  • Threaten to close a facility or layoff employees if a union is formed
  • Promise or grant benefits to encourage employees to vote against the union

Enforcement of the law does not happen by itself!

SPEEA recommends talking to a union representative to learn more about your rights before engaging in organizing activities at work.
If you suspect your rights have been violated, document the incidents and activity and contact SPEEA.

Additional rights for SPEEA-represented employees