Teamsters Local 115
Established 1955
Our Mission
Teamsters Local 115 has a long history of fighting for higher pay, safer working conditions, affordable health care and reliable retirement benefits for working families.
Our mission is to bring diverse voices and people together to protect and grow a vibrant middle class in America.
Our Team
Teamsters Local 115 Executive Board
Title: Principle Officer & Business Agent
Member Since: March 01, 1999
Title: President & Business Agent
Member Since: September 25, 1975
Title: Vice-President & Business Agent
Member Since: July 01, 1992
Title: Recording Secretary & Steward
Member Since: January 01, 1992
Title: Trustee & Steward
Member Since: July 20, 1987
Title: Trustee & Steward
Member Since: October 28, 2001
Title: Trustee & Steward
Member Since: August 31, 1992
Strengthening Our Union
There are a number of things you can do to help make Teamsters Local 115 even stronger than it is today:
Yes, You Have Rights!
Weingarten Rights are unionized employees’ rights to have a union representative present for any investigatory interview conducted by the employer in which the employee has a reasonable belief that the discussion could lead to disciplinary action. While these rights were won for private sector employees in a 1975 U.S. Supreme Court decision, they have subsequently been extended to federal sector employees by the Federal Service Labor Management Relations Statute and many public sector employees by state legislation and collective bargaining agreements.
What Employees Should Know About Weingarten Rights:
(1) The employer has no obligation to inform the employee of the right to union representation. Therefore, the employee must make a clear request for a union representative before or during the investigatory meeting.
(2) After an employee requests a union representative, the employer may either grant
the request and wait until a union representative arrives, or deny the request and
end the meeting immediately.
(3) If the employer grants the employee’s request for a union representative, then the employee should respond to the questions once the union representative is present.
(4) If the employer states that the employee will be disciplined and denies the request to have a union representative present, then the employee should stay in the room, take notes and not respond to any questions. Afterwards, the employee should contact a union representative immediately.
(5) If the union representative is present at the investigatory meeting, the union representative has the right to: the subject of the investigatory meeting; privately confer with the employee prior to the meeting; and speak in the meeting.
What Employees Must
Say to Invoke
Weingarten Rights:
"If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I hereby request that my steward or union officer be present at the meeting. Without representation, I choose not to answer any questions.”