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How to write an information request to the employer for discipline records

Use the free tool — Steward Toolkit

Why send an information request

Under the National Labor Relations Act, an employer must give the union information that is relevant and necessary to represent members, including for a grievance (see NLRB — duty to provide information). Ask for it in writing before you build your case.

What to ask for

• The discipline record itself — the notice, the investigation notes, any statements taken.
• Attendance records for comparable employees over the same period, so you can check for disparate treatment.
• The policy the employer says was applied.

Keep the request narrow and tied to this incident. Cite the information-request article of your contract if you have it — [Article __].

Private sector or Florida public sector

The NLRA duty above applies to private-sector, unionized workplaces. If you work for a Florida public employer, your right to information and to grieve comes from Fla. Stat. ch. 447 Part II and your collective bargaining agreement; unfair labor practices in that setting go to PERC, not the NLRB. Confirm which rule applies to you before you cite it.

Keep the tracks separate

If the discipline involves harassment or discrimination, a grievance and an EEOC or Florida Commission on Human Relations charge are separate tracks with separate deadlines. In Florida you have 300 days to file with the EEOC. Consider both, and confirm timing with your union.

What this is not

This is not legal advice. It does not say the employer violated the contract or that you will get the records — only that the facts support asking. Confirm the wording and the deadline with your business agent, staff representative, or union counsel before you send anything.

What to do next

Steward Toolkit reads the discipline notice and the dates you type in, then drafts the information request for you — narrow, tied to the incident, in English or Spanish. No account. Nothing you paste is stored.

Steward Toolkit gives a plain-language first analysis; it can be wrong, and it is not legal advice. Your collective bargaining agreement and your union's procedures control. Confirm with your business agent, staff representative or union counsel. Nothing you paste is stored.