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Legal Defense Services

NFA members in good standing are entitled to legal guidance on employment related matters. Members may be eligible for legal defense in cases related to teaching, research, administrative responsibilities, grievances, etc. at NSHE depending on the merit and parameters. NFA can help with tenure denial, reconsideration, grievances, adverse annual evaluations, pay equity, sexual harassment, discrimination, and other workplace issues.

Each case will be evaluated by your chapter's Legal Defense Committee. 

The process for obtaining legal defense support for NFA members is more fully described in the NFA Legal Defense Policy

(Please do not use institutional electronic mail accounts for any confidential information regarding legal defense cases.  A voice message may be left at NFA's state office, 702-530-4632.)

The NFA provides guidance and may provide legal services to NFA members in employment-related matters. Each NFA Member in good standing shall have access to legal defense in cases related to teaching, research, and administrative responsibilities and obligations and grievances at institutions of the Nevada System of Higher Education. NFA can help with tenure denial, reconsideration, grievance, adverse annual evaluations, Chapter 6, Chapter 2, pay equity, sexual harassment, discrimination, and other workplace issues.

NFA members may obtain legal defense support depending upon the case’s merit and parameters. Legal defense guidance is limited to consultation with the chapter legal defense representative or committee, which may intervene to resolve faculty issues through informal means. For cases requiring further assistance, the chapter legal defense representative may apply to the state NFA Legal Defense Coordinator. The state Legal Defense Coordinator may approve financial support for consultation with a licensed attorney per the NFA Legal Defense Policy.


Weingarten Rights, named after the landmark 1975 Supreme Court case NLRB v. Weingarten, Inc., have had a profound impact on the rights of higher education employees. The case established a critical precedent: unionized employees have the right to representation during investigatory interviews that could potentially lead to disciplinary actions. In essence, this means that if a higher education professional is called into a meeting with a supervisor that may result in disciplinary measures, they have the right to request the presence of a union representative to advocate on their behalf. Weingarten rights have since become a cornerstone of labor law in the United States, providing crucial safeguards to ensure fairness and protect employee rights.

These rights must be claimed by the employee. The supervisor has no obligation to inform an employee that they are entitled to union representation. An employee may choose their own representative. Employers are required to honor that request, so long as that choice does not unduly interfere with the employer’s ability to conduct its investigation. Employees may not request a non-employee representative unless that individual is an officer or business agent of the employee’s union. For example, an employee may not request a private attorney or a family member as their Weingarten representative if that individual has no affiliation with the employee’s union.

In higher education, Weingarten rights have been instrumental in safeguarding the interests of union-represented faculty. Educational professionals in collective bargaining units can invoke these rights when faced with disciplinary investigations. This protection ensures that the individuals have access to representation during what can often be a stressful and potentially career-altering process. The presence of an ally helps level the playing field, allowing employees to fully understand their rights and negotiate fair outcomes. Weingarten rights have not only bolstered job security for higher education professionals but have also contributed to the overall academic freedom and integrity of institutions by fostering an environment where educators can voice concerns without fear of reprisal. As such, these rights continue to play a vital role in higher education.

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Office: 702-530-4NFA (4632)

©Nevada Faculty Alliance


840 S. Rancho Drive

Suite 4-571

Las Vegas, NV 89106

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