Can I file a petition of no confidence against my director?
I’m not sure if I’m barking up the wrong tree, but I started a petition of no confidence at work. We have a director who fired a manager who stood up for employees and is pushing new rules without staff input. We’re nurses with a union, but the union’s been lackluster. A coworker suggested getting a lawyer to sign off or at least give advice. The union is aware and okay with the petition. I have a lot of support in my unit, but I’m the one fronting the paperwork.
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Solved
Ok — I’ve reviewed things and here are key points:
- If you work for a public hospital (or one affiliated with a public university/government), First Amendment protections may apply to collective speech about workplace conditions.
- The National Labor Relations Act protects employees acting together to improve working conditions — a petition is typically protected concerted activity.
- Union support (or at least no opposition) strengthens your position.
- Your discretion so far reduces risk of claims about rumors or policy violations.
- If there’s been no retaliation or threats and you’ve stayed respectful, that’s a good sign.
- Keep the petition focused on policy and safety — facts and opinions about leadership are fine; avoid personal attacks or false statements.
Does that help make sense of things?
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I’m not sure if I’m barking up the wrong tree, but I started a petition of no confidence at work. We have a director who fired a manager who stood up for employees and is pushing new rules without staff input. We’re nurses with a union, but the union’s been lackluster. A coworker suggested getting a lawyer to sign off or at least give advice. The union is aware and okay with the petition. I have a lot of support in my unit, but I’m the one fronting the paperwork.
Lexi, Chatbot
That sounds stressful — have you faced any retaliation or pushback since starting the petition?
We’ve kept it to a very small circle. Not many know because the hospital has a track record of shutting this down if it gets out. I haven’t told anyone outside the union and my small circle before seeking legal advice.
Lexi, Chatbot
Have you consulted any legal or employment lawyers yet?
No — I wasn’t sure where to start.
Lexi, Chatbot
Anything else the lawyer should know?
No.
Legal Eagle
I’m reviewing your issue. Quick question — have you discussed this with any colleagues outside your small circle, and what was their feedback?
Word spread and I appear to have tremendous support. One colleague said to run it by a lawyer so we have backing and have done it the right way. That added confidence.
Legal Eagle
How do you envision the union’s role going forward?
We have two union reps in our unit. I spoke with them; they said they will also sign. Per the CBA, the union can’t allow a strike and can’t approve the petition wording, but they said the petition looked good and can’t distribute it themselves. They’ll collect signatures and present it to hospital leadership.
Legal Eagle
Ok — I’ve reviewed things and here are key points:
- If you work for a public hospital (or one affiliated with a public university/government), First Amendment protections may apply to collective speech about workplace conditions.
- The National Labor Relations Act protects employees acting together to improve working conditions — a petition is typically protected concerted activity.
- Union support (or at least no opposition) strengthens your position.
- Your discretion so far reduces risk of claims about rumors or policy violations.
- If there’s been no retaliation or threats and you’ve stayed respectful, that’s a good sign.
- Keep the petition focused on policy and safety — facts and opinions about leadership are fine; avoid personal attacks or false statements.
Does that help make sense of things?
Yes — very helpful. Some were worried about retaliation. Would there be a benefit to having a law firm letterhead on this, or would that seem too adversarial? Also, would you glance at my short petition to see if there are glaring weaknesses?
Legal Eagle
A law firm letterhead makes the document feel “official” and can reassure signers — but it can also come across as adversarial to the employer. A middle ground: note on the petition that it was “reviewed by legal counsel.” For example: “This petition was prepared and reviewed with the guidance of legal counsel to ensure it is lawful and respectful of policies.” That gives confidence without sounding like pre-litigation.
About reviewing the petition — the site doesn’t allow us to do a doc review here. Sorry.
Thanks — I’ll check that. Do you think this is the correct course of action, given that we’re concerned about licenses and patient safety?
Legal Eagle
Yes. Based on what you said — ICU nurses being forced to take PACU patients without appropriate training (one coworker needed 160 hours of training to function there) — this is a scope-of-practice and patient-safety issue, not merely a workplace preference. Nurses have an independent duty to practice safely; if forced into roles outside training, it could jeopardize their professional license. Framing the petition as protecting patient safety and licenses is the right approach — it reframes the issue away from “I don’t like the director” to “we are fulfilling professional obligations.”
That’s helpful. The manager who defended us was fired (she’s not union). They’ve installed a friendly hire in the manager role and are forcing people into leadership roles who aren’t fit. We want to take a stand.
Legal Eagle
That’s understandable. From what you’ve described, standing up with a professional, legally-sound petition is appropriate. Keep the tone factual and safety-focused.
Great — thanks so much. You’ve made me feel better about this.
Legal Eagle
You’re welcome. Keep things confidential, document everything, and if you want a lawyer to review the petition, check contractscounsel.com or book a consultation with a local employment attorney. Good luck and stay safe.
Thank you — I appreciate it.
Legal Eagle
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