What recourse is available for an employee whose Weingarten rights were violated and was subsequently terminated?

The correct choice of back pay and reinstatement recognizes the specific legal remedies available to an employee whose Weingarten rights—pertaining to the right to have union representation during investigatory interviews—have been violated. When it is determined that an employee's Weingarten rights were infringed upon, and this violation is connected to the employee's termination, the remedies provided by labor law typically include reinstatement to the job position, ensuring the employee can return to work as if the violation had not occurred.

Additionally, back pay is often awarded to compensate the employee for wages lost during the period of their wrongful termination, which can include the time it took to resolve the grievance resulting from the rights violation. These remedies aim to restore the employee to their former position and mitigate financial losses incurred due to the violation of their rights.

Other options such as suing for criminal damage or civil damages do not directly address the specific remedies available under labor law for a violation of Weingarten rights. They may pertain to other legal issues but do not apply in this context where union-related rights and their enforcement are concerned. The focus on reinstatement and back pay effectively underscores the intent of labor relations laws to protect employees' rights within the framework of their employment.