Labor Law Outline Fall 2004 I. History Overview a.

Until the 19th Century, work wasnt based on freely bargained em loyment relationshi s. !ather, "nglish law was based on the domesti# relationshi s of master $ ser%ant growing out of the ser%ants relationshi in the masters household. b. &n the Federal 'eriod, labor market was mi(ture of free $ aid labor) status based work. c. The Rise of the Factory System after the Civil War i. Free *age +abor a. Contra#tually based relationshi s b. more s e#iali,ed di%ision of labor ii. Conse-uen#es a. erosion of the need for #raft skills . a ro riated by ma#hines b. growth in the s#ale of manufa#turing enter rises . loss of the intima#y of the antebellum sho #. #hange in the #om osition of the working for#e a. su er%isory ositions were white males, but workers were #hildren, immigrants d. em loyers had unilateral ower to make and enfor#e rules . #arte blan#he. d. Rise of the Labor ovement after the Civil War i. +ess owerful unions formed and died with e#onomi# rises $ de ression until /F+ formed under leadershi of 0amuel 1om ers in 1223. a. /F+ 'hiloso hy a. 4 ure wage #ons#iousness5 b. relied on e#onomi# ower #. not so radi#al, a##e ted idea that labor was #ommodity to be sold on a market, but that best way for the market to work was for the #olle#ti%e to organi,e. d. 6usiness union . want to ma(imi,e the return from the ers e#ti%e of the workers. e. C&7 ri%al de%elo s in the 80s b. /lso, &** 9*obblies: a. !adi#al ;o%ement i. *anted to #om letely #hange #a italist system, ha%e system of worker #ontrol #. <nights of +abor fighting for 30 hour work week a. /t high mark 4 million belonged d. /lso, the #om any union

e. !udicial Intervention i. =ostility to union a#ti%ities a. unions regarded as #riminal #ons ira#ies . illegal de ri%ation of em loyers ro erty or interferen#e with #ontra#ts. a. >arrowed use when #ourts re-uired em loyer show union was guilty of either an illegal ur ose or the use of an illegal means 9%iolen#e:. b. Courts a##e ted that em loyees would be ermitted to strike for their wages. >eeded another ?ustifi#ation. c. "e#elahn v. $unter a. Famous #ommon law #ase . ;ass. 91293: b. @!7 9in?un#tion endente lite: issued restraining union members from interfering with 's business by atrolling sidewalk or street in front or around business remises to re%ent s#abs from entering. #. As #ons ired to re%ent 's from getting workmen, from #arrying on business until ado ted s#hedule of business agreeable to the union. d. 7 inionB i. /llenB atrol was unlawful interferen#e with the rights of em loyer and em loyed) - "m loyer has right to engage all ersons who are willing to work for him at su#h ri#es as may be mutually agreed u on. - "m loyed or seeking em loyment ha%e #orres onding right to enter into or remain in the em loyment of any erson willing to em loy them. - &ntimidation not limited to threats of %iolen#e or hysi#al in?ury to ersons or ro erty) in#ludes ersuasion. ii. =olmess AissentB 'i#ket line isnt automati#ally threatening) workers ubli#i,ing their dis ute with management. 0houldnt be unlawful to do in a grou whats lawful for one man to do alone. e. Analysis: look at the OBJECTIVE then MEANS. d. Cellow Aog Contra#tsB em loyee agrees not to ?oin a union. a. Courts would issue in?un#tions to re%ent breaking these #ontra#ts.

II.

%nti&Trust Le#islation c. Sherman %ct '()*+, ii. 1290B Congress de#lared unlawful 4e%ery #ontra#t, #ombination in the form of trust or otherwise, or #ons ira#y, in restraint of trust or otherwise, or #ons ira#y, in restraint of trade or #ommer#e among the se%eral states or with foreign nations.5 a. %iolations unishable as federal #rimes, /1 authori,ed to instituted in?un#tion ro#eedings, and ersons in?ured in the #ourse of business gi%en right to sue #i%illy for treble damages. b. ob?e#ti%e was elimination of agreements between manufa#turers or su liers to fi( ri#es or regulate the su ly of goods, but a--lied more often to labor unions than to business cor-orations. #. =eld #ould a ly to labor unions in +oewe %. +awlor. a. Loewe v. Lawlor 9Aanbury =atters: i. 7rgani,ers unha y bD# hatters werent union sho ) other unioni,ed hatters were saying would unEunioni,e if didnt organi,e. ii. 6oy#ott organi,ed with retailers. iii. +oewe #ame u with idea to sue the workers with homes under 0herman a#t for treble damages. i%. 6oy#ott said to interfere with 's rodu#tion of hats $ distribution in interstate #ommer#e. %. As #ombined to re%ent 's from manufa#turing arti#les intended for trans ortation in interstate #ommer#e) 's re%ail. f. Clayton %ct '(*(., i. CongressB shouldnt be using 0herman /#t to atta#k labor unions, but some loose language in there to allow hostile #ourts to weasel out of it. a. Had been hailed by labor as a savior b!t ended !" bein# an a#ony. ii. 0tates assed miniEClayton a#ts. 9F: a. 0e#. 3B a. @y i#al ob?e#ti%es of labor organi,ations are legit b. /ntiEtrust laws dont forbid e(isten#e of labor orgs or re%ent them from #arrying out their ob?e#ti%es. $. That the labor o% a h!&an bein# is not a $o&&odity or arti$le o% $o&&er$e. b. 0e#. 20B a. &m osed limitations ower of #ourts to issue in?un#tions in labor dis utes. i. 4no restrainin# order or in/unction shall be #ranted by any court of the 0nited

States, or a ?udge or the ?udges thereof, in any #ase between an em loyer and em loyeesGin%ol%ing, or growing out of, a dis ute #on#erning terms or #onditions of em loyment, unless ne#essary to re%ent irre arable in?ury to ro erty or to a ro erty rightGfor whi#h there is no ade-uate remedy at lawG.5 iii. 1u-le2 3rintin# v. 1eerin#4 a. 0C7@U0, 1921B Court inter rets 0e#. 20 to a ly only to dis utes between em loyer and its own em loyees. Courts #an issue in'!n$tions to "revent se$ondary boy$otts. b. Unions a#tions interfered with interstate #ommer#e . under 0herman /#t #ould ha%e been en?oined. 6U@ what about Clayton /#tF 6ut Court #on#luded 0e#. 3 doesnt legitimi,e a#ts that would be illegal under 0herman /#t. #. 5orris&La$uardia %ct '(*67, i. Closes the #a-s. ii. >o #ourt of the U0 shall ha%e ?urisdi#tion to issue any restraining order or tem orary or ermanent in?un#tion in a #ase in%ol%ing or growing out of a labor dis ute e(#e t 9in 0e#. 1: iii. 'oli#y 9in 0e#. 2: a. @he indi%idual unorgani,ed worker is #ommonly hel less to e(er#ise a#tual liberty of #ontra#t and to rote#t his freedom of laborGit is ne#essary that he ha%e full freedom of asso#iation, selfEorgani,ation, and designation of re resentati%es of his own #hoosing, to negotiate the terms and #onditions of his em loyment, and that he shall be free from the interferen#e, restraint, or #oer#ion of em loyersGfor the ur ose of #olle#ti%e bargaining.5 i%. 7utlaws the yellow dog <. v. 0e#t. 189#:B e( ands the term of labor dis utes to in#lude se#ondary dis utes . gets to the heart of Au le( rinting. a. 0S v. Hutcheson a. 0C7@U0 91941: b. @wo unions fighting o%er ?obs in 0t. +ouis) FA!s /1 goes after union on strike. #. CourtB if #ant en?oin someone for an a#ti%ity under the law, then surely #ant be rose#uted for the a#ti%ity 9would make the law an ass.: b. 6urlington >orthern !! Co. %. 6rotherhood of ;aintenan#e of way "m loyees a. 0C7@U0 9192H:. i. Union 6rotherhood of !! workers in dis ute

in ;aine. Union i#kets in ;aine) none of the !! em loyees will work) union begins to i#ket e%erywhere all o%er the #ountry 9this is se#ondary boy#ott. : ii. !! wants #ourt to narrowly inter ret 18# to em loyerEem loyee. iii. Court re?e#tsB >orrisE+a1uardia doesnt distinguish between rimary $ se#ondary boy#otts with neutrals) 4the ?udge made law of the late 19th $ early 20th #enturies was based on selfEmesmeri,ed %iews of e#onomi# and so#ial theoryGand on statutory mis#onstru#tion.5 I". The 5LR% or W%$58R %CT '(*69, h. "na#ted in the heart of the Ae ression) #ulmination of a long eriod of de%elo ment in#luding ena#tment in 1923 of the !ailway +abor /#t. i. +ater amendmentsB a. @aftE=artley /#t 9194H b. +andrumE1riffin 919I9: i. 0tru#turally a >ew Aeal 0olution i. /dministrati%e /gen#y ii. I member board. /. Rin#in# declaration of -olicy in Section (. i. The denial by e&"loyers o% the ri#ht o% e&"loyees to or#ani(e and the re%!sal by e&"loyers to a$$e"t the "ro$ed!res o% $olle$tive bar#ainin#).the ine*!ality o% bar#ainin# "o+er bet+een e&"loyees +ho do not "ossess %!ll %reedo& o% asso$iation or a$t!al liberty o% $ontra$t and e&"loyers)tends to a##ravate re$!rrent b!siness de"ressions by de"ressin# +a#e rates and the "!r$hasin# "o+er o% +a#e earners in ind!stry and by "reventin# the stabili(ation o% $o&"etitive +a#e rates and +orkin# $onditions +ithin and bet+een ind!stries. :. Sec. ;4 <eatin# heart of 5LR%4 Ri#ht to or#ani=e. i. "m loyees ha%e the right to selfEorgani,e, to form, ?oin, or assist labor organi,ations, ot bargain #olle#ti%ely through re resentati%es of their own #hoosing, and to engage in other #on#erted a#ti%ities for the ur ose of #olle#ti%e bargaining 9strikes, boy#otts . e%en a lies to nonEunion sho s: or other mutual aid or rote#tion. l. Sec. )4 8m-loyer unfair labor -ractices. i. 29a:91:B "! #ant interfere, restrain, or #oer#e ""s with their e(er#ise of JH rights. ii. 29a:92:B "! #ant dominate or interfere with formation or administration of unions 9outlawing #om any unions:. iii. 29a:98:B "! #ant dis#riminate against union members or dis#ourage membershi in the unions. a. /fter @aftE=artley, #ant en#ourage, either. "" has the

right to not be in the union. i%. 29a:94:B "! #ant dis#harge or dis#riminate against "" bD# he filed #harges or ga%e testimony under the a#t. %. 29a:9I:B "! #ant refuse to bargain #olle#ti%ely with "" re s. m. 0e#. 9B =ow union be#omes #ertified. n. 0e#. 10B !emedies ". The Ri#ht to Or#ani=e4 f. /nd under @aftE=artley, theres also a right to not organi,e. #. 8R interference with or#ani=ation4 i. *hat "!s #an restri#t with oli#iesB a. !e ubli# /%iationB a. 0C7@U0, 194IB "! had general rule against soli#iation) "" dis#harged for assing out union a li#ations during lun#h, and three ""s dis#harged for wearing union steward badges. i. 0C7@U0B !ules that bar union soli#itation on ""s own time 9not under working hours: or wearing badges are resum ti%ely in%alid. ii. "! #an ban a#ti%ity during working hours U>+"00 the rule had a dis#riminatory ur ose. iii. *orking hours K from beginning to end of day, in#luding lun#hes. b. 6eth &sraelB a. =os ital rule barring soli#itation or distribution of literature by ""s in atient #are and other work areas was %iolation of 29a:91: and 98: in referen#e to areas like #afeteria and #offee sho . *ould ha%e been 7< in areas like the atients room. !e-uires showing that disru tion to atient #are would result if soli#itation o##urred. #. +e#hmereB a. 0C7@U0, 1992 b. Court holds the "!s ro erty rights trum the unions right to organi,e the ""s. L@homas oints out that the >+!/ #onfers rights on ""s, not on unions or nonE"" organi,ers.M #. "! #an #om letely rohibit soli#itation and distribution by nonE""s, e(#e t in rare #ir#umstan#es. 9&f no reasonable a##ess to the ""s, then #ourt #ould engage in balan#ing analysis.: i. / lies to arking lots that are o en to anyone else in the world. d. / ra#ti#al res onse to +e#hmereB a. Using salts to 4salt5 the workfor#e with union eo le. @hen organi,ation is being done by ""s.

L0alts were a

ro%ed by the Clinton board.M

ii. "(#elsior !uleB a. "! must ro%ide list to >+!6 !egional Aire#tor wDin H days or #onsentDele#tion agreement or dire#tion of ele#tion. "(#elsior list #ontains list of all ""s and addresses. 9&f not ro%ided, will be set aside and new ele#tion ordered.: iii. *hat "!s #an say to ""sB a. 7n the lookout for things whi#h interfere with the 4laboratory #onditions5 >+!6 seeks for ele#tions. b. /ntiEunion s ee#hesB a. "!s assemble ""s for antiunion s ee#hes. b. Under >+!6 %. United 0teelworkers, "!s denial of e-ual time to the union isnt a U+'. i. Aenial of e-ual time is resumed lawful) the burden is on the 1C to demonstrate the union is 4seriously in#a a#itated5 from #ommuni#ating with ""s by any other means. ii. @he 4alternati%e means5 then be#omes the big issue. #. 'eerless 'lywood !uleB i. 6an on #a ti%e audien#e s ee#hes on #om any time within the 24Ehour eriod rior to the ele#tion. ii. =as an 4unwholesome and unsettling effe#t.5 - "asily sub%erted) only addresses oral s ee#hes, only in 24 hours 924.I hours would be fine:. - 'ro aganda, am hlets those 7<, as would be %oluntary attendan#e. #. "! threatsB a. 29#:B e( ressing of %iews, argument, or o inion or dissemination thereof, whether in written, rinted, gra hi# %isual form, shall not #onstitute or be e%iden#e of a U+' under any of the ro%isions of the /#t if su#h e( ression #ontains no threat of re risal or for#e or romise of benefits. i. Confli#ting oli#iesB freedom of e( ression %s. freedom of ""s to form, ?oin, and assist "" unions. ii. +earned =andB 4*ords are not ebbles in alien ?u(ta osition) they ha%e only a #ommunal e(isten#e, and not only does the meaning of ea#h inter enetrate the other, but all in their aggregate take their ur ort

b. 1issel i.

ii.

iii.

#. 1issel i.

d. "! +iesB a. Aangerous be#ause #ant be remedied . only #an seek a new ele#tion by de#laring the old ele#tion in%alid. *orking with 0e#. 9. b. ;idland >ational +ife &nsuran#e Co. i. "! ut literature in the ay#he#ks with substantial misre resentation of fa#ts . distributed ?ust hours before the ele#tion. ii. 6oard 9!eagan 6oard: wont robe truth or falsehood. *ill not set aside ele#tion based on misleading information. iii. 7nly one way to inter%eneB there is an e(#e tion for forgery. e. "! inflammatory / ealsB a. / eal to ra#ism or hostility to foreigners i. 0ewell ;fg. 91932:B "! re resented that unions were in fa%or of ra#ial integration. ii. 6oardB has the res onsibility to ensure %oters ha%e o ortunity to e(er#ise 4reasoned, untrammeled5 #hoi#e. iii. 07;" statements with ra#ial o%ertones might be 7<, if tem erate in tone, germane, and fa#tually #orre#t) ""s ha%e right to know. i%. 6U!A">B on the arty making use of ra#ial

from the setting in whi#h they are used.5 7rB its #onte(t. 'a#king Co. "! #an tell only what he reasonably belie%es will be the likely e#onomi# #onse-uen#es of unioni,ation that are 7U@0&A" of his #ontrol, and not threats of e#onomi# re risal. 7 inionsB may freely #ommuni#ate any o inion about unions so long as "! doesnt make threat of re risal or for#e or romise of benefit. ;ay make redi#tions about what unions might do to the #om any 6U@ ;U0@ 6" 6/0"A 7> 76N"C@&O" F/C@0 to #on%ey belief as to demonstrably robable #onse-uen#es beyond #ontrol, or to #on%ey management de#ision already arri%ed at 9would #lose union if organi,ed, et#:. . 1I1. #aused roblems. &m re#ise test, gi%es in#enti%e to unions to argue and in#enti%e to "!s to skirt the edge of 1issel.

message to show it was truthful and germane. - *hen there is doubt, it will be resol%ed against him. b. For statements meant to inflame ele#torate for union ele#tion that arent lies or threatsB i. 0tatutory answer is that these arent U+'s. ii. Use J9 to reglate 4fair laboratory #onditions of ele#tions.5 f. 8R 3ollin# 88s4 a. 0truksnes Constru#tion Co. i. 29a:91: %iolation . but no remedy bD# no one had been at that ?ob site for 8 years. /lso, oll was %alid under old rule. ii. 0truksnes manager soli#ited signatures of the eo le who wanted him to deal with the bargaining unit . and didnt get a ma?ority. 97ne on one #onfrontation.: iii. Court arti#ulates fa#tors that would make olling legitB - 'ur ose of the oll is to determine the truth of a unions #laim of ma?ority - @his ur ose is #ommuni#ated to the ""s - /ssuran#es against re risal are gi%en - ""s are olled by se#ret ballot - @he "! has not engaged in U+'s or otherwise #reated #oer#i%e atmos here. g. "!s awarding benefitsB a. >ot er se unlawful, but its a %iolation of the a#t unless the time of the benefit was determined by something besides the u #oming ele#tion. b. 'romise of FU@U!" benefit e(#luded in 29#:. "! must maintain the status -uo during ele#tion. #. "(#hange 'artsB i. 0C7@U0, 1934 ii. 4Union #ant ut these things in your en%elo e . only the Com any #an do that.5 iii. >+!6B announ#ement $ grant of benefits showed intent to indu#e %ote against the union. 0uggsetion of the fist in the %el%et glo%e. i%. 0C7@U0 affirmsB 29a:91: also rohibits fa%ors to ""s designed to mess with the ""s free #hoi#e in the u #oming ele#tion.

h. 0nion isconduct i%. 0a%airB #ant wai%e initiation fees for those who sign union sli s. a. 0C7@U0B 4by ermitting union to offer to wai%e initiation fees for ""s to sign re#ognition sli s before the ele#tion, the boar allows the union to buy endorsements and aint a false ortrat of "" su ort.5 b. /lso, ominous to those ""s who didnt sign the sli s. #. /fter this #ase, unions started wai%ing /++ initiation fees for new bargaining units. 9*ai%ers for all ""s are legit, if they #an ?oin before />A after the ele#tion.: %. Union #ant restrain or #oer#e ""s in e(er#ise of their JH rights. a. 29b:94:B outlaws se#ondary boy#otts, et#. 90ee below:. vi. 6oard generally wont set aside an ele#tion if U>&7> romised better wages, et#., that are outside its ower. 6ut if something is in the unions ower to gi%e, the 6oard will interfere. o. Com-any 0nions4 i. 7utlawed in 29a:92:. a. =istory behind *agner /#tB #om any unions were #onsidered the main threat to #olle#ti%e bargaining. b. 'rohibition is retty broadB "! #ant 4Aominate or interfere with the formation or administration of any labor organi,ation or #ontribute finan#ial or other su ort to itG5 a. >eed to determine what a labor organi,ation is to find a %iolation. b. +ook to J29I:B 4any organi,ation of any kind, or any agen#y or "" re resentation #ommittee or lan, in whi#h ""s arti#i ate and whi#h e(ists for the ur ose, in whole or in art, of dealin# with the 8R #on#erning grie%an#es, labor dis utes, wages, rates of ay, hours of em loyment or #onditions of workG5 #. Conse-uen#e of this broad languageB i. ;any "! attem ts to #reate "" in ut de%i#es are illegal. ii. "nshrined in 29a:92: in oli#y of "! neutrality with more than one union. 9;idwest 'i ing Ao#trineB when there was a -uestion regarding re resentation . multi le unions . the ;' Ao#trine was triggered and "! #ouldnt take sides.: ii. 'ermissibleB a. Committee that shares info, brainstorms, a#ts as suggestion bo(, or lans edu#ational rograms doesnt %iolate the statute &F its ma?ority rule and has other fun#tions besides making suggestions to management. a. ;anagement #ould arti#i ate &F its

10

re resentati%es dont ha%e %eto ower. b. 7b%iously, #ant a#t like labor organi,ation. iii. "le#tromation, &n#. a. Hth Cir#uit, 1994 b. no e(isting union at "le#tromation, so this #ase a lies to all nonEunion sho s. #. 'roblemsB a. ;anagement de#ided how #ommittees would be formed, how de#isions would be made, what the #ommittees would be dis#ussing. b. "! drafted oli#y goals, determined number of ""s on the #ommittees, made manager the #oordinator of the #ommittees. ""s were aid for time at meetings) "! had final say. iv. Le#al %nalysis to find unlawful domination4 a. First, must find a 4labor organi,ation5 under 29I:B a. ""s arti#i ate b. 7rgani,ation e(ists, at least in art, for the ur ose of dealing with the "! #. Aealings #on#ern 4#onditions of work5 or other statutory sub?e#ts 9grie%an#es, labor dis utes, wages, rates of ay, or hours of em loyment: d. &f org. has the ur ose of re resenting the ""s, its a labor org. b. AominationB a. Formation, stru#ture, membershi , finan#ial su ort 9eg, if aid for time: b. &n the #ase, wouldnt be a %iolation if ?ust for -uality, effi#ien#y, or #ommuni#ation de%i#e. %. !emedyB a. Cease $ desist. b. Come u with new lan that doesnt run afoul of rohibition. #. Nust a sla on the wrist, and besides, >+!6 robably wouldnt rose#ute. d. The $lient is allo+ed to kno+ that the la+ doesn,t have any teeth. Claims of ;a?ority 0tatus i. "! #ant interfere or assist with #reation or running of union. @he danger is that "! and union #ould be#ome sweethearts. ii. &f union says it has the ma?ority of ""s behind it, "! has three o tionsB a. !e#ogni,e the union b. File etition for ele#tion #. *ait for union to file etition for ele#tion. iii. "! #ant re#ogni,e a union that doesnt ha%e the ma?ority of

11

su

ortP a. 6rukner >ursing =ome a. 0C7@U0, 1931B "! %iolated 29a:92: in su orting a labor union) unlawful to su ort union without ma?ority bD# it gi%es ad%antage o%er other unions. b. Ne+ r!le is a bri#ht.line r!le. i. Case by #ase fa#tual analysis, howe%er. ii. Aifferent for organi,ing #am aign %s. e(isting union. #. 1ood faith belief in unions ma?ority isnt enough. !e#ognition has to be withheld until 6oard #ondu#ts ele#tion. d. "!s goodEfaith a##e tan#eDre?e#tion #an be #hallenged in U+' ro#eeding. e. !emedy is only 4remedial order.5

I>.

5LR< !urisdiction ? 3rocedure4 ?. "!s #o%ered (i. J292: . 98: b. "(#ludesB U0 or 0tate ""s, anyone sub?e#t to !ailway +abor /#t a. 0C7@U0 has e(#luded !oman Catholi# se#ondary s#hools. b. <ennedy ga%e federal ""s the right to organi,e in "7. 0till, not under >+!/ but their own labor relations authority. Cant strike, slow down, i#ket agen#ies if interferes with agen#y o erations. #. 98: e(#ludes farm workers, domesti#s, em loyed by arent or s ouse, inde endent #ontra#tors 9sin#e not ""s:, su er%isors 9bD# they #an hire and fire, ha%e inde endent ?udgment:, #ontra#tors. i%. 0u osed to #o%er businesses that affe#t interstate #ommer#e, but bD# of la#k of funding, had to be limited. 6oard established standards about whom the >+!/ #o%ers. a. !etail doing QI00,000 or more b. >onEretail doing more than QI0,000 #. 4instrumentalities, links and #hannels of interstate #ommer#e5 9like tru#king #om anies: doing more than QI0,000. d. 'ubli# utilities with at least Q2I0,000 more 9or -ualify under ?urisdi#tional standard for nonEretail firms: e. @ransit systems 9other than ta(is, whi#h are retail: doing more than Q2I0,000. f. >ews a ers $ Communi#ations systems) radio, @O, @elegra h $ @ele hone doing more than Q100,000. >ews a ers doing more than Q200,000. g. >ational defense) 4firms ha%ing substantial im a#t on national defense5

12

h. 'ro rietary $ nonE rofit =os itals . with gross annual re%enue of at least Q2I0,000. i. +aw Firms $ +egal /ssistan#eB with gross annual re%enue of at least Q2I0,000. ?. >7@"B e%en if not #o%ered under >+!/, might be #o%ered by a states 4little5 >+!/P @. 5LR< 3rocedure4 i. @wo ty es of #asesB a. C #ases 9unfair labor ra#ti#e #ases . ha%e C in front of number: a. U+' #ase ro#edureB i. /ny erson 9"", union, "!: #an file) must be within 3 months. ii. Filed with the !egional 7ffi#e. - U+' #harge takes months to ro#essB /. 90R resol%ed by the regional dire#tor by negotiated settlement or dismissal. 6. &f !A doesnt ro#ess, #an a eal to 1eneral Counsel. i. /t this oint, no re#ourse if refuses to ursue. >o a eals to the #ourt. iii. &f rose#uted then takes si( months to a year more to get a hearing. - Com laint is now #alled a #om laint, not a #harge. - /+N has hearing, with right to #allDsub oena witnesses and right to #ross e(amine. i%. /+Ns de#ision is #alled a !e#ommended 7rder. - @his #an be a ealed to >+!6 in *ashington AC %. >+!6 re%iew #an take si( months to a year more. - >+!6s re%iew is de no%o, in#luding fa#ts. 96ut likely to gi%e weight to /+Ns findings:. - *ill make findings of fa#t and #on#lusions of law. - /nother delay as their de#ision is written. %i. Can a eal to Cir#uit Courts of / eal . more months to years of delay. - 7! >+!6 #ould file etition to enfor#e. 9>+!6 has no #i%il #ontem t ower

13

until #ourt of a eal de#ides to enfor#e.: b. ! #asesB !e resentation #ases 9ha%e ! in front:B a. *here the issue is who is or should be re resentati%eF b. Cases #an arise in four ways. i. *hen ""s or union file etition for res senation rights. - ;ust be su orted with showing of interest from 80R of ""s. Oia #ards. /. ;ost unions refer to ha%e HIR before they file. ii. "! re-uests ele#tion. iii. !i%al union etitions to inter%ene and get on the ballot with 10R of interest. i%. 'etition to de#ertify the unionB - /gain, re-uires showing of interest from 80R. - +imited to window eriod before e( iration of #olle#ti%e bargaining agreement. #. &ssues that #ome u in ! #asesB i. *hether >+!/ a lies 9?urisdi#tion:. - "! may assert that theyre not #o%ered. ii. / ro riateness of the bargaining unit. - Aefining the ele#torate . what is the a ro riate grou . ""s at one situs %s. ""s at all areas. iii. "ligibility of a arti#ular %oterB - 0u er%isor, or oddball grou s of ""s that dont seem right for the bargaining unit. /. 0u#h as #onfidential se#retary. i%. / ro riate timeliness of the etition. d. Ultimate de#ider in the ! #asesB i. File with !A . !A #ondu#ts elel#tions and holds hearing. - /fter the ele#tion, ob?e#tions may be filed wDin I day eriod. - 7! #an file U+' alleging #oer#ion, et#. !emedy is new ele#tion. ii. &f there is an ob?e#tion filed or #hallenge is through U+', then a eal is to the >+!6. - =owe%er, the arties may ha%e sti ulated to wait their right to a eal to the >+!6. #. &nterlo#utory relief is ossibleB

14

a. 109?:B board #an etition #ourts to seek @!7s. i. 6ut this ha ens %ery rarely) e%eryone belie%es there ought to be more 109?: in?un#tions, but arent enough resour#es. ii. Nudi#ial !e%iewB a. 7n findings of fa#t, re%iew standard is su orted by substantial e%iden#e on the re#ord as a whole 9altered by @aftE=artley:. a. Ct looks at entire re#ord to determine if theres ade-uate e%iden#e. 0tandard is 4substantial e%iden#e su orting the de#ision when %iewed in the light of the entire re#ord.5 &ts substantial when a reasonable mind might a##e t it as ade-uate to su ort a #on#lusion. b. 7n findings of law, #t gi%es Che%ron deferen#e a. +ooks at the boards de#ision and askB i. &s there a statute s eaking to the re#ise -uestion at issueF ii. Che#k in study aid. >II. 8R Coercion ? 1iscrimination4 m. $enerally4 (i%. in dis#rimination #ases, 29a:91: &s always a #harge to makeB if others are %iolated, so is 29a:91:. *hyF o. Union membershi in#ludes membershi a#ti%ity. . Union membershi has been gi%en a s e#ial #ase law gloss. iii. ;ost #ases are brought under 29a:98: with 29a:91: as deri%ati%e #harge. a. 29a:98:B rohibits "! from dis#riminating against ""s for union a#ti%ity. b. !e-uires there be roof that dis#harge or lesser dis#i line was rodu#t of antiEunion animus. /0/a1/21 doesn,t re*!ire an anti.!nion &otive-1 a. Aoesnt matter if it ?ust 0"";0 un?ust. ;ust ha%e moti%e. i. 3333Hi#hly %avorable to 4. - 5C has b!rden to sho+ !nion a$tivity +as ONE o% the s!bstantial &otivatin# %a$tors in the %irin#. - I% E6 $an,t reb!t $an assert a%%ir&ative de%ense that +o!ld have been s!bstantial &otivatin# %a$tor. /this $an be total de%ense.1 #. i2ed&motive or -rete2t casesB a. 3rete2t caseB "! asserts a %alid business reason for a#tion but e%iden#e shows that the reason is a

15

sham, or that he didnt really rely on it. b. i2ed motive caseB two fa#tors. 1emonstrable ? le#itimate business reason %51 8RAs hostile feelin#s toward ""s union a#ti%ity. =ea%y burden shifted to "!. i. 1C establishes his #ase by ro%ing e(isten#e of rote#ted a#ti%ity, knowledge of that a#ti%ity by the "!, and antiEunion animus. - @his raises an inferen#e that the ""s rote#ted #ondu#t was moti%ating fa#tor in dis#hargeDdis#i line. /#t %iolated. ii. "! #an rebut with e%iden#e showing that there was no rohibited moti%e. - &f #ant, then "! must show that dis#harge would ha%e ha ened for legit reasons regardless of rote#ted a#ti%ities. - "! has burden of rodu#tion and ersuasion. ;ust show by re onderan#e of the e%iden#e that dis#harge was due to ""s un rote#ted #ondu#t.

@. 1iscrimination4 i%. !emedy for 29a:98: %iolationB reinstatement $ ba#k ay, offset by other earnings) additionally mitigation do#trine #ould redu#e allowan#e. a. 6U@, no ba#k ay for illegal workers. 9re#ent #hange: %. "dward 1. 6udd ;fg. Co. %. >+!6B a. 8rd Cir#uit 91948:B ""s had #om any asso#iation, treated re s with in#redible deferen#e. U/* started to organi,e sho and lost) union filed #harges bD# of unlawful dis#harge of two ""s. 7ne was !"/++C bad. 6U@ >+!6 orders reinstatement and Ct of / . found it was "! dominated asso#iation. a. "! may dis#harge "" for good reason or a bad reason, or no reason &F it doesnt %iolate the >+!/. =ere it was ob%ious dis#harge was bD# of union a#ti%ity. b. "! ne%er a#ted on ?ust #ause reasons. %i. /dkins @ransferB a. 3th Cir#uit 919II:B when me#hani#s ?oined union, "! #losed down as e#t of their o erations rather than ay union s#ale.

16

a. CourtB no dis#rimination here . bD# no dis#ouragement to ?oin the unionP "! has e%ery right to sus end o erations or #hange business methods if not moti%ated by an illegal intention to a%oid obligations under the >+!/. Fa#t that ""s belonged to union was entirely in#idental. %ii. Aarlington ;fg. Co. a. 0C7@U0 9193I:B after one mill organi,ed, "! shut it down. 9nominally a oneEmill #om any, but owned by umbrella of ;illiken family:. b. Unlawful to shut down business o eration with antiEunion animus &FB a. 'ersons #ontrolling the #losing business #an #ontrol other entities under the #or orate umbrella and b. Com any #loses show to dis#ourage unioni,ing elsewhere and #. &t was reasonably foreseeable to "! that ""s in the other sho s would fear their sho s would also be shut down if they organi,ed. r. Remedies for 8R Coercion ? 1iscrimination4 i. 'rimarily !einstatement $ 6a#k ay awards. a. !einstatement isnt %ery effe#ti%e . most ""s dont want to go ba#k and fear re risal. b. 7ther forms of dis#rimination result in money damages. #. 6oard thinks these remedies are effe#ti%e bD# they resol%e most #harges before filing #om laint. 96ut theres not mu#h moti%e for "" to litigateP: d. /lso, if you %ote for the union, theres a #han#e youll get fired of 8EIR. ii. 1issel 6argaining 7rderB a. >ot %ery ra#ti#al. iii. >+!6 being #reati%eB a. 'osting usual noti#es. b. ;ail #o ies of noti#es to ea#h "" #. Con%ening all ""s during working time and ha%ing offi#ial read the noti#e. d. 1i%ing union a##ess to the lants for a year to use "! bulletin boards where ""s #an read noti#es. e. /llow union organi,ers to ha%e a##ess to "! arking lots and other nonworking areas. f. 1i%e union re right to address workers on the floor g. Furnishing the union a list of "" names and addresses h. !eimbursing >+!6 for litigation e( enses, in#luding salary of attys

17

>"III. Selectin# <ar#ainin# Re-resentatives s. $enerally4 i%. J9 %. *here most of the dis utes between union $ "! take la#e. %i. @e#hni#ally not an ad%ersarial ro#ess . ?ust truthEseeking ro#ess where the arties try to assist the board. %ii. "! #ant interfere or assist with formation or de#ertifi#ation of a union. a. "! #ommits U+' when re#ogni,es union as re when union doesnt ha%e a ma?ority. b. "! #an file for ele#tion as a shield against the #rossfire of two #om eting unions or when someone resents a #laim for re#ognition. s. *ays to !e#ognitionB i. Ooluntary re#ognition by "! 9rare: ii. >+!6 orders "! to bargain as a remedy for a seriously #oer#i%e or dis#riminatory U+'. iii. ;ulti le "! bargaining units i%. =owe%er, usually when ele#tion takes la#e. t. 8lection 3rocess4 i. Submission of -etition to R1. a. 'otential issues for !A to determine right awayB a. /de-uate showing of interest b. 6lo#king #harge i. ! #ase 9the ele#tion: held in abeyan#e while blo#king #harge #ase 9U+': is resol%ed. 9bD# it might ollute the ele#tion.: #. Certifi#ation bar 91 year: i. >o ele#tion if theres been one in the ast year. d. "le#tion bar 91 year: i. &f ele#tion held and union lost, there might be a year long ele#tion bar. &ts a settled issue for a year. ii. 'oli#yB free #hoi#e of the ""s to de#ide to organi,e and the stability of labor relations. e. Contra#t bar 98 years:B i. @his is %ery signifi#ant. ii. &f theres been a sele#tion of a re resentati%e and #ontra#t has been rea#hed, dont want to u set the stability by a ri%al #oming in. iii. Auring eriod of the < . 8 years is the ma(. i%. *indow eriod from 30E90 days rior to the e( iration of the <. 980 day eriod:. 'eriodi# o ortunity for the ""s to e(er#ise free #hoi#e rights. %. "(#e tions to #ontra#t barB

18

Unlawful ro%isions 9#losed sho , des#rimination: - Aefun#tnessB union is unable or unwilling to re resent ""s in the unit. - 0#hismB lo#al union se arates from national - Changed #ir#umstan#esB "!s #hanges #all into -uestion a ro riatness of bargaining unit. vi. 'remature e(tension do#trineB if < is e(tended during the term, new < wont bar ele#tion if the ri%al etition is filed in a timely manner. ii. 3etition is -rocessed ? set for a hearin#. a. Can ha en by agreeing on a hearing, or asserting rights to a hearing. Could take a #ou le of months to get. b. &ssues to de#ideB a. / ro riateness of the bar#ainin# unit. =uge issue. i. +ook at 99b:B three restri#tions. - Craft ""s ha%e right to be re resented se arately. - 'rofessional and non rofessional ""s are rohibited from being grou ed together in a single unit unless ma?ority of rofessional ""s agree to it. - 1uards and nonEguards #ant be in same unit. ii. Aetermined on #ase by #ase basis) Fa#tors to #onsiderB - similarity in s#ale and manner of earnings - similarity in em loyment - similarity in kind of work erformed - similarity in -ualifi#ations, skills, training - fre-uen#y of #onta#t or inter#hange - geogra hi# ro(imity - #ontinuity or integration of rodu#tion ro#ess - #ommon su er%ision and determination of labor relations oli#y - history of #olle#ti%e bargaining - desires of affe#ted ""s - e(tent of union organi,ation iii. unions refer smaller 6U bD# easier to

19

organi,e. "!s refer larger 6U. i%. /meri#an =os ital /ssn %. >+!6 - 0C7@U0 91991:B board has standard for hos itals . 2 a ro riate units. !are for board to ado t this in ad%an#e, but 0C7@U0 says 7<. b. Who can vote for the union4 i. &ssue may or may not be determined before the ele#tion. ii. &ssues to resol%e at hearingB - 0u er%isors, not su er%isors. /. 0u er%isors #an be fired for union a#ti%ity without re#ourse. 2911: list elements of what makes someone a su er%isor. '. H9 of su lement. - Union getting names and addresses of ""s in the unit. - Aate and time of the ele#tion - ;anner of the ele#tion iii. 7ut#ome of hearing may be a #onsent agreementB - Consent "le#tion /greement or - 0ti ulation for Consent "lee#tion /. /llows for right to a eal !As de#ision to the >+!6. ulti&8R <ar#ainin# 0nits4 i. &nde endent "!s ha%e ?oined together in order to bargain with a single union re resenting ""s at the "! lo#ations. a. ;ore ower to small "!s. b. 1ood for industries with short term em loyment. 9#onstru#tion: #. 0ign one agreement. ii. Charles A. 6onannoB a. *hen "! ?oins multiE"! unit and bargains with union, "! #ant unilaterally withdraw from the union. b. / strike isnt enough of an unusual #ir#umstan#es to ?ustify the break with the 6U.

u.

iii. 'roblemB a. *hi saw strikesB fo#us on one "!, bring to knees, them mo%e onto the ne(t. *hatll ha en is that the "!s will /++ lo#k out ""s. b. Union #ant for#e "! to ?oin the unit with undue ressure. *hile union #ould file a failureEtoEbargain, the "! #ould

20

file a U+'. v. Coordinated <ar#ainin# by 0nions4 i. 1eneral "le#tri# %. >+!6 a. 2nd Cir#uit 91939:B &U" and other unions formed #ommittee on C6) tried to ersuade "! to meet with them together. 1" wouldnt. when finally met, ea#h union had re s from the other unions there. 1" refused to negotiate. CourtB a. 1" lays the unions off ea#h other) #om any didnt demonstrate 4#lear and resent danger5 to bargaining ro#ess to o%er#ome ob?e#tions to re s #hosen by the other arty. b. &U" didnt ha%e ulterior moti%e) didnt get lo#ked in by the other unions. w. $ainin# <ar#ainin# Ri#hts throu#h 0L3s4 i. Union #an be#ome bargaining re if "! U+' is egregious enough) 6oard has authority to issue bargaining order re-uiring "! to re#ogni,e the union and bargain. ii. Unions dont like to go through hassle of ele#tions. iii. $issel 3ac:in# Co. a. 0C7@U0 91939:B 6oard #an issue bargaining order re-uiring "! to re#ogni,e union and bargain when "! #ommits U+' 4whi#h ha%e made the holding of a fair ele#tion unlikely or whi#h ha%e in fa#t undermined a unions ma?ority and #aused an ele#tion to be set aside.5 b. ;a?ority #ould be re#ogni,ed with authori,ation #ards . union doesnt ha%e to be re#ogni,ed to in%oke duty to bargain. a. Cumberland 0hoe Ao#trineB if allegations of misre resentations by union $ misunderstanding of ""s for ur ose of the #ardB 6U@ statement on #ard is unambiguous 9as to getting the ele#tion and authori,ing union: then #ard will be #ounted unless "" s e#ifi#ally told it would only be used for ur ose of getting ele#tion. #. 6U@ "! doesnt ha%e to re#ogni,e union based on #ards unless he has a#tual knowledge of unions ma?ority 9#ould get this through oll:. a. "! used to ha%e good faith doubt in ma?ority 9Noy 0ilk do#trine:. &ts now irrele%ant . issue is whether the "!s U+' interferened with the ele#tion ro#ess to re#lue fair ele#tion. d. 5issel bar#ainin# order only a""ro"riate +here !nion had &a'ority stat!s or lost it via E6,s ille#al threats. NOT i% !nion never had &a'ority stat!s. Other+ise board is insertin# o+n $hoi$e o% re"resentative. 5o!r&et 7oods. iv. 3ost $issel4

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a. Unions always try to get 1issel remedy . win the U+', and think theres a good #han#e the U+' destroyed #han#e for fair ele#tion. b. 6U@ not fre-uently awarded, and when they are, theyre often #hallenged. v. Linden Lumber 1iv. a. 0C7@U0 919H4:B Union with #ard ma?ority has the obligation to demand an ele#tion . unless "! has #ommitted U+' to raise. "! has absolute right to demand an ele#tion, but isnt res onsible for filing the etition. Union has that burden. (. 3resum-tion of Continuin# a/ority Status B i. @he law fa%ors the unions. ii. 6rooks %. >+!6B a. 0C7@U0, 19I4B after union ele#tion, ""s told "! that the ma?ority didnt want the union. "! refused to bargain with the union. b. CourtB "! #ant interfere with the ""s duly ele#ted re . &f want to get rid of union, must follow ro#edures. #. &rrebuttable resum tion for one year. iii. %fter one year certification barB a. 'resum tion #ontinues. 6e#omes rebuttable. a. "! must show affirmati%ely that union doesnt ha%e ma?ority and "!s refusal to bargain was based on good faith and reasonable doubt of unions ma?ority status. b. @his resum tion goes on fore%er . unions dont ha%e to demonstrate any ma?ority su ort. 9Unions a%oid ele#tions.: #. 'resum tion is a rule of law that greatly diminishes "" o ortunities to e(er#ise their free #hoi#e. +aw still tilted in fa%or of union. iv. 5LR< v. Curtis atheson Scientific Inc. a. 0C7@U0 91990:B a. Union strikes, lo#kout. I of 2H ""s return to work. "! hires ermanent re la#ements. b. Union files 29a:91: and 29a:9I: U+'s. #. "!B has good faith doubt that re la#ements dont su ort union. d. CourtB 6oard a#ted in its dis#retion in refusing to ado t a resum tion of re la#ement o osition to the union. i. Aont know for sure if re la#ement workers wouldnt su ort union. ii. *ell resume they do su ort it. iii. 'oli#yB if allows strike re la#ements to o ose uino, gi%es "! not only the right to

22

win a strike by hiring re la#ements but also lets him get rid of the union. b. !emedy is weakB #ease and desist. v. %llentown ac: Sales ? Service v. 5LR< a. 0C7@U0 91992:B For#es #hange that #omes to fruition in +e%it,. a. "! who belie%es union doesnt ha%e su ort of ma?ority has three o tionsB i. !e-uest a formal ele#tion ii. *ithdraw re#ognition and reufse to bargain 9>+!6B unfair: iii. Condu#t internal oll of "" su ort for union 9>+!6B unfair:. b. /sking eo le in ?ob inter%iews is unfairP i. ;ust kee in mind 0truksnes Fa#tors. b. "! did ha%e 4good faith doubt5 to ?ustify the olling . 4su orted by substantial e%iden#e.5 9Fo#uses inter retation on how board looks at word 4doubt5:. 1ood faith disbelief. a. 0ays board refused to ay attention to 4#redible5 e%iden#e of small grou of ""s . testimony was dis#ounted. @his was at least robati%e. 9P: #. 0C7@U0 a lies own e%iden#e standard to #ome to #on#lusion. @ells board to #onsider all the e%iden#e . dont set the rule out as 4good faith doubt.5 'eo le must know the do#trine. vi. Levit= Furniture4 a. >+!6 de#ision. b. 6oard a##e ts #riti-ue and a lies traditional standard reinter retedB a. *here "! only has un#ertainty, "! shouldnt be ?ustified in withdrawing. 0hould be able to get ele#tion. b. 6ut for withdrawal, re-uire "! to show that union has a#tually lost its ma?ority. i. @his eliminates the 4good faith doubt5 roblem. #. 'olling issue still unsettled. vii. !e%iew roblems on . 830 >>. 5e#otiation of the Collective <ar#ainin# %#reement u. 0nion is e2clusive re-resentative. B*'a,. %iii. 'oli#yB a. Congress o ted for this system of e(#lusi%e re resentation to let ""s s eak with one, stronger %oi#e. b. "(#lusi%ity im lies it will define the bargaining unit in some way other than membershi .

23

i2.

(.

(i.

2ii.

2iii.

#. 9better for "!s to only ha%e one union to negotiate with.: !I Case v. 5LR<4 a. 0C7@U0 91944:B a. &ndi%idual <s may not be used to defeat or to delay ro#edures of the >+!/. >or #an they be used to e(#lude ""s from the union, or to forestall bargaiing or limit the terms of the C6/. b. *hile indi%idual <s arent forbidden by the a#t, theyre not a wai%er of >+!/ rights. 96ut if you make side deal with some ""s, then #ommitting a U+' by by assing the union.: b. @his #ase #an really limit indi%idual bargaining, but e%en if em loyee <s would gi%e more, its hurting the union. 0nited Technolo#iesB a. "! #an dire#tly #ommuni#ate with ""s in nonE#oer#i%e manner during bargaining. 6U@ dire#t #ommuni#ation that seeks to undermine the union is %iolation of the a#t. 9/lso threats of re risals or romises of benefits.: 8m-orium Ca-well v. Western %ddition Community Or#. a. 0C7@U0, 19HI a. 6la#k ""s by assed grie%an#e ro#ess established by union and i#keted . also wanted to talk dire#tly with the #om any resident. Fired. b. >ot rote#ted by JH bD# by assed the union . their grie%an#e should ha%e been ro#essed through union bD# union had ra#ial nonEdis#rimination #lause in the <. #. CourtB where ""s ha%e union, the oli#y is ma?ority rule. i. 6ut not a tyranny. d. ""s #ant ursue #laims outside of orderly union grie%an#e ro#ess. e. Arummonds agrees with dissentB burden on the ""s is hea%y . belie%ed "" a#ti%ity was #on#erted. *ould ha%e been rote#ted if there hadnt been a union. Steele v. Louisville ? 5ashville R. Co. a. 0C7@U0, 1944 b. Case under !ailway +abor /#t. 9!! $ /irline workers: #. Union #olluded with "! to kee out bla#ks. d. Auty to e(er#ise fairly the unions ower without hostile dis#rimination. a. ;ust be fair, im artial, in good faith. b. Union #an negotiate for some ""s to be treated better than others 9like with seniority: but not for something thats irrele%ant or in%idious. Ford otor v. Huffman a. 0C7@U0, 19I8

24

b. / lying duty of fair re resentation to >+!/. 6U@ Union has the right to make 4reasonable distin#tions5 among ""s. >o one e( e#ts e%eryone to be #om letely satisfied. y. 1uty to <ar#ain in $ood Faith i. J29d:B re-uires arties to meet at reasonable timesC confer in #ood faithC and if re@uestedC to e2ecute written a#reement. Aoesnt #om el either arty to agree to any ro osal or to make #on#essions. ii. This isnAt a sim-le&minded duty to bar#ain. a. 6y ass U+' is allegation of %iolation of 29a:9I: or 29b:98:B not bargaining, or are bargaining with minority, or trying to by ass bargaining. Failure to bargain #harge. b. 'ro#ess $ ro#eduresB a. on#e bargain is stru#k, theres duty to redu#e to writing $ e(e#ute. b. *hen ha%e <, must gi%e 30 day noti#e if want to #hange terms 9before it e( ires: or insist on any #hanges. iii. Remedy for failure to bar#ain in #ood faithD a. 7rder ba#k to bargaining table. b. 0C7@U0 has held the board la#ks the ower to order the "! or union to sign a arti#ular < term. iv. Ty-es of violations of duty to bar#ain in #ood faith4 a. 3er Se "iolations4 a. /rent based on good or bad faith . sim ly doing one of these is a brea#h of the duty of good faith. b. Information 0L3sB i. Union re-uests information and not gi%en it . @ruitt. - 0how u when "! says #ant afford #on#ession, and union wants to look at the books but "! wont let them. - *hats ha ened is that now things are %ery #arefully worded to not saying 4#ant afford5 but saying 4wont be #om etiti%e.5 - Cutting ba#k on @ruittB Aetroit "disonB 0C7@U0 said union re-uest for "! a titude tests #ould be unreasonable . remands. !ules of deferen#e to board arent blank #he#k. Con#erned about se#urity. c. 0nilateral Chan#e 1octrine4

25

i. Com any im lements #hange in working #onditions wDo e(hausting the bargaining ro#ess first and rea#hing im asse . <at,. - / lies before <, while in for#e 9if < doesnt deal with sub?e#t of the #hange: or after the < e( ires. d. 0nlawful 8conomic 3ressure e. Insistence on bar#ainin# on a non&mandatory issue. i. "1, stenogra her resent at negotiation session. b. 3rocess "iolations4 a. 0talling 9not meeting at reasonable times: b. @hese are hard to ro%e. c. True Ebad faithF bar#ainin#4 a. ;ore #om li#ated to ro%e. v. Ways to waive B; ri#hts4 a. "( ress ro%isions in the < b. ;anagement rights #lause #. Si er #lause d. *ai%er im lied from bargaining history e. *ai%er by ast ra#ti#e 9sometimes: f. &na#tion of the union. a. Union #ant sit on its rights .must make immediate demand 9within 80 days:. %i. 5RL< v. %&( Gin# Si=e SandwichesB a. 11th Cir#uitB b. if "! is merely going through the motions of negotiation and is engaging only in surfa#e bargaining, then arty is engaged in surfa#e bargaining. a. ;ust show bad faith through totality of the #ir#umstan#es. =ard to ro%e. b. @ryB admission, dilatory ta#ti#s, re%ersing osition, ridi#ulousness of ro osals. #. &f show infle(ible attitude, ro osing things without #onsidering reasonable alternati%es. i. 6ut hard bargaining is ermitted from strong "!. ii. >oteB Si er #lauseB there are things we ha%ent talked about and want #lause to ,i u o%er anything else . ,i u the duty to bargain. vii. 8conomic 3ressure durin# 5e#otiations4 a. 5LR< v. Insurance %#entsA International 0nionB

26

a. 0C7@U0, 1930 b. +awful e#onomi# ressure. #. ""s engaged in work slowEdown, re orting late, didnt #om lete assignments, et#. d. >ature of duty to bargain in good faith wasnt swee ingly #on#ei%ed. e. 0se of economic -ressure isnAt inconsistent with duty to bar#ain in #ood faith. 6oard #ant determine whi#h e#onomi# wea ons #ould be used by the arties . that would be making the #hoi#e for the arties. L/nd this a#ti%ity wasnt rote#ted under H.M viii. 0nilateral Chan#e 1octrine4 a. ;ust bargain to im asse before instituting last best offer. b. !emedy for UCA is return to status -uo ante. a. =< 'orterB 0C7@U0B board #ant order as a remedy a union or "!s agreement to any substanti%e #lause. 'oli#y is to fa%or the ri%ate ordering of the terms and #onditions of em loyment. c. 5LR< v. Gat= a. 0nlawful economic -ressure. b. 0C7@U0, 1932 #. Oiolation of the duty to bargain for "! to institute #hanges regarding matters whi#h are the sub?e#t of mandatory bargaining. 9Unilateral #hange do#trine.: d. / lies e%en if the #hange would benefit ""s. i. 7r!strates ob'e$tives o% a$t. e. <ey reasoningB . 414. d. A""lies only +hen !nion is $erti%ied or bar#ainin# not +hen the !nion is tryin# to #et re$o#nition. e. 6ut what are mandatory sub?e#tsB a. "%en %ending ma#hines or bulletin boardsP f. !emedy for Unilateral ChangesB ordering return to status -uo ante, make anyone whole who was ad%ersely affe#ted, and #ontinue to bargain in this area. #. 1uffy Tool ? Stam-in# v. 5LR<4 a. "! ut no fault attenden#e oli#y in effe#t during bargaining. =adnt yet rea#hed im asse. b. Ct of / B by remo%ing issues from bargaining it made it less likely for arties to find #ommon ground. 0ignals to ""s that union is only a er tiger. h. ;#Clat#hy >ews a ers &n#. %. >+!6 a. AC Cir#uit, 199HB b. 'arties deadlo#ked o%er wage terms) ;#C asserted

27

it was im lementing its last offer) union filed U+' for %iolation of duty to bargain in good faith. c. 6U@B not #lear that its legit to im lement last best offer 9let alone to #raft e(#e tionsP: =. Sub/ects of Collective <ar#ainin# i. Categories of sub?e#tsB arti#ulated in 6org #ase. . 482 a. ;andatory a. Aetermined in J29d:B wages, hours, and other terms and #onditions of em loyment. b. "g, drug testing of ""s, %ending ma#hines 9de ending on fa#ts:, bulletin boards. b. 'ermissi%e a. "gB Arug testing of a li#ants. Change o%er the bargaining unit, ro#edure in negotiations, settlement of U+'s, union label on rodu#t b. &ts 7< to ro ose this, but not to insist on it. #. Com anies are free to make unilateral #hanges here. #. &llegal a. 'ro osals for #losed sho , ro osed dis#rimination. ii. Aetermining #ategories is tri#ky. a. *hether workers #ould be entitled to arti#i ate in dis#ussion about the business beyond whats in the a#t is #urrently a hot to i#. b. Two settled rules4 a. Auty to bargain e(tends to ea#h and e%ery sub?e#t in statutory hrase. U+' for "! or Union to refuse to bargain about those. b. @here are other sub?e#ts that are outside of the hrase 4wages, hours, and other #onditions5 whi#h arent statutoryGno duty to bargain on those sub?e#ts, and #ould be U+' 9 er se: to insist on it. iii. 5LR< v. %merican 5ational Insurance a. 0C7@U0, 19I2 b. >ot unlawful to insist on management fun#tions #lause or to im lement it after e(tended #onfli#t with the union. #. 0o long as the "! bargains o%er e%erything else, ;gmt rights #lause is mandatory, and #an insist on it down to im asse. iv. 5LR< v. Wooster 1ivision of <or#&Warner Cor-. a. 0C7@U0, 19I2 b. "stablishes rule that #ant insist on nonEmandatory to i#s. &ts a refusal to bargain about the sub?e#ts that are &> the s#o e of mandatory bargaining. v. Fibreboard 3a-er 3roducts Cor-. v. 5LR<4 a. "%en though moti%e of "! was e#onomi# in re la#ing workers with subs, "! must negotiate with e(isting ""s to

28

vi.

vii.

viii.

i2.

gi%e them o ortunity to negotiate new <. b. 0ub#ontra#ting is mandatory sub?e#t of negotiations . bD# within 4terms and #onditions of em loyment.5 #. 6U@ limitedB not holding that theres duty to bargain #olle#ti%ely o%er managerial de#isions that are at the #ore of entre reneurial #ontrol. ;any de#isions im a#t ?ob se#urity but arent negotiable. Westin#house 8lec. Cor-4 a. 6argaining not re-uired if de#ision moti%ated solely for e#onomi# reasons, "! had ast ra#ti#e of sub#ontra#ting work, there was no substantial #hange from ast ra#ti#e and no signifi#ant detriment to ""s in the bargaining unit. First 5ational aintenance Cor-4 a. 0C7@U0, 1921B limits Fibreboard. 9not outright o%erruling: b. 6alan#ing testB "!s need to o erate freely in de#iding to shut down art of business o erations outweighs the in#remental benefits that might be gained through unions arti#i ation in the de#ision. 1ubu@ue 3ac:in# Co4 a. AC Cir. 1998B lant relo#ation. /lso a lies to artial #losings, sub#ontra#tors, automation. b. =og kill $ #ut o eration . build new lant, lay off old Aubu-ue workers. *ork goes to !o#helle lant 9Unions osition.: #. Criti#al issue is whether Aubu-ues relo#ated lant was mandatory sub?e#t of bargaining as term or #ondition of em loyment. d. @estB duty to bargain o%er lant #losing whenB a. 6urden on 1C to establish that "!s de#ision in%ol%ed relo#ation of unit work 9without #hanges in "!s o eration: i. 0how same work in new lo#ation. ii. @his establishes rima fa#ie that "!s lo#ation is mandatory. b. 6urden shifts to "! to show e%iden#e rebutting the #ase by establishing work %aries signifi#antly, work at former lant will be dis#ontinued entirely, or that "!s de#ision in%ol%ed #hange in s#o e or dire#tion of the enter rise. #. 7r "! #an offer a defense to show that labor #osts were not a fa#tor in the de#ision. d. 7r e%en if labor #osts were a fa#tor, the union #ouldnt ha%e offered ade-uate #on#essions that would ha%e #hanged the de#ision to relo#ate. e. !emedyB aying workers wages from time they were laid off until the time the se#ond lant #losed. Land %ir 1elivery v. 5LR<4

29

a. AC Cir., 1922 a. Auring strike, "! must still negotiate with union when hiring sub<sP 96ut "! has right to hire ermanent re la#ements.: !ationaleB sub<s diminish bargaining unit . until de#ertifi#ation, "r is obliged to bargain with the striking union. 2. 82&Cell&O Cor-oration4 a. >+!6, 19H0 b. /+Ns ability to #raft a remedy doesnt e(tend to damages suffered on a##ount of "!s unlawful refusal to bargain. Aamages would be too s e#ulati%e. 2i. !acobs f#. Co4 a. >+!6, 19I1 . o ener situation. b. < with ro%ision that wages #ould be reo ened after a year. 9#ommon:. Union wanted to add ension $ insuran#e, too. "! refused to dis#uss bD# nothing in < about insuran#e and o ener only referred to wages. #. 6oard holds that theres nothing to forbid dis#ussion about wages, but a#t im oses duty on "! to dis#uss ensions. 2ii. !ason <ateman Co. a. >+!6, 1929B b. Arug testing of ""s is mandatory sub?e#t of bargaining. Changing the oli#y without negotiations is a unilateral #hange. #. 1enerally worded mgmt fun#tions or ,i er #lauses arent to be #onstrued as wai%ers of statutory bargaining rights. d. *ai%er only e%iden#e when issue has been #learly and fully dis#ussed and e( lored during negotiations and union C7>0C&7U0+C yielded or #learly and unmistakably wai%ed its interest in the matter. >>II. Concerted %ctivity4 Stri:esC 3ic:etsC <oycotts w. $enerally4 (iii. "" #on#erted a#ti%ity is rote#ted under JH and J2. a. 29b:94: limits se#ondary ressure. b. 29b:4:9C: rohibits union from striking for re#ognition when another union has been #ertified. #. 29b:9H: bans re#ognitional i#keting when ob?e#ti%e is to for#e "! to re#ogni,eDbargain. 6ut #urrently #ertified union #an i#ket for re#ognition or organi,ation. d. &nformational i#keting allowed when ur ose is ad%ising the ubli# that "! doesnt ha%e union or < with union 9unless will deter deli%eries, et#.: e. +imitations are built into J18. (i%. @o be rote#ted, a#ti%ities must be 4#on#erted5 and ursued for unionErelated ur oses in%ol%ing #olle#ti%e bargaining or for 4mutual aid or rote#tion.5

30

(%. (%i.

(%ii.

aa. i.

ii.

a. 6ut if its rote#ted, "! is limiting in dis#i lining, dis#harging, or interfering with ""s who are engaged in the a#ti%ity. 0trike is what gi%es labor unions their ower . the mere threat. 6ut neither side is an(ious to strike. "%en nonEunion ""s ha%e right to engage in #on#erted a#ti%ities. a. *ashington /luminumB ""s s ontaneously walked out to rotest o%er wages, hours, and working #onditions. 9in this #ase, the #onditionsB too #old.: b. 4two to tango5 ruleB must ha%e more than one ""s dis uteDbeef in mind. 'roblemsDlimitsB a. >o strike #lauses. 9JH rights #an be wai%ed, limited, and #onditioned by negotiation: b. *ild#at strikesB illegal under C6/ 9strike #ontrary to su ort and instru#tions of the union:. #. Oiolen#e isnt rote#ted. Concerted %ctivity4 ;ain ty esB a. 0trike, boy#ott, handbill. b. 7r #an do un rote#ted a#ti%ites . ""s %ulnerable to being fired. Can be one ersons a#ti%ity so long as that erson has the safety or wellEbeing of his other ""s in mind. a. 5LR< v. City 1is-osal Systems4 JH ro%ides for mutual aid $ rote#tion.5 >+!6 had a lied Interboro 1octrineB 4an indi%iduals assertion of a right grounded in a #olle#ti%e bargaining agreement is re#ogni,ed as a #on#erted a#ti%ity and thus rote#tion.5 a. &nterboro ?ustified byB i. /ssertion of a right in a C6/ is e(tension of the #on#erted a#tion that '!7AUC"A the C6/. ii. /ssertion of su#h a right affe#ts the rights of /++ ""s #o%ered by the agreement. b. &nterboro reser%es integrity of C6 ro#ess . for by in%oking a right grounded in the agreement, the "" 4breathes life5 into the romises in the agreement. b. 6ut doesnt mean "" #an engage in #on#erted a#ti%ity with im unity . it #ould be abusi%e and he #ould lose JH rote#tion. a. 6ut City Ais osal #ourt holds that the board has ne%er held that "" must be %ery e( li#it in order to be #o%ered by &nterboro do#trine, so long as "" #om laint is reasonably #lear to erson its #ommuni#ated to and the #om laint refers to 4reasonably er#ei%ed5 %iolation of the agreement. #. 6ut the rule for illegal "! demands isB #om ly now, grie%e

31

later . unless your safety is immediately threatened. d. *histleblowersB s#rewed if re ort to, say, 70=/ unless 70=/ has rote#tions. >ot #on#erted a#ti%ity. 9;eyers &ndustry:. bb. utual %id or 3rotection i. *eingarten !ightsB a. *eingarten a. 0C7@U0, 19HIB ""s re-uest for assistan#e by union re falls within 4mutual aid or rote#tion.5 b. +imitsB a. Aoesnt #o%er nonEunion sho s. b. &f "" demands union re , "! #an forego meeting #om letely and not gi%e "" o ortunity to be heard. #. "! doesnt ha%e to tell "" about *eingarten !ights. d. "! #an meet with "" to mete out the dis#i line thats already been de#ided on. #. &6; Cor . a. >!+6, 2004B "! didnt %iolate 29a:91: of the a#t by denying re-uests to ha%e #oworker resent during in%estigatory inter%iews. 97%erruling of " ile sy Foundation.: i. 0illy rationalesB #oworkers dont re resent entire workfor#e, #ant redress imbalan#e of ower, dont ha%e union re skills, might be #o#ons irator, might #om romise #onfidential information.

cc.3rotected %ctivities4 i. 0n-rotectedB a. 0trike in %iolation of a noEstrike #lause b. 0itEdown strikes $ slowEdown strikes a. "lk +umber #. 0trike mis#ondu#t d. 6y assing the union e. Condu#t of ""s thats indefensible, re rehensible, or disloyal. ii. Flu#tuations in the law about when "" forfeits rights. a. 0in#e !eagan board, #ourt has been more restri#ti%e. iii. 'oliti#al a ealsDdistributing newsletterB a. 8aste2C Inc. v. 5LR< a. ""s distributing union newsletter at work is rote#ted . they were a#ting to im ro%e their lot 9some se#tions didnt talk about work la#e:.

32

i%.

dd.

i. ii. iii.

iv.

b. TuestionsB is the a#ti%ity rote#ted />A does the fa#t its taking la#e on the "! ro erty gi%e rise to #ounter%ailing interest that trum s JH rights. 9!e ubli# /%iation balan#ing analysis.: Aisloyal /#ti%ityB a. !efferson Standard <roadcastin#4 a. 0C7@U0, 19I8B te#hs on strike wrote handbills that were %ery #riti#al of the #om any and they were fired. b. ""s were fired for ?ust #ause . disloyal to the #om any . 109#: ro%ides that the board doesnt ha%e right to reinstate indi%idual who 4has been sus ended or dis#hargeG9or ay ba#k ay:Gif su#h indi%idual was sus ended or dis#harged for #ause. #. Aisloyalty is for #ause. Nust bD# theres a strike going on, the ""s arent immuni,ed. %nalysis ste-s4 &s the a#ti%ity #on#ertedF &s the a#ti%ity for mutual aid and rote#tionF "%en so, what ty e of #on#erted a#ti%ity is itF a. 2 or moreF b. 0ingle erson in re resentati%e #a a#ityF #. &ndu#ing other ""s to engage in #on#erted a#ti%ityF d. 0ingle "" asserting rights under C6/F &s the a#ti%ity rote#tedF

2. 1ifferences between 0L3 and 8conomic Stri:e4 %. For ur oses of ermanent re la#ementsB only for e#onomi# strikes. For U+' strikers, they ha%e an absolute right to get their ?obs ba#k with un#onditional offer to return to work. %i. Unions strategi#ally will #ontend the strike was a U+' strike, at least in art to set u arg that the workers should get ?obs ba#k. a. "!s will always argue it was an e#onomi# strike. L"!s are usually right, but diffi#ult osition to assert theyre e#onomi#.M vii. /n e#onomi# strike #an be #on%erted to a U+' strike 9if they rolong the strke.: y. Stri:es could be ille#al if4 %iii. &ts ur ose is illegal a. 'ressuring "! to #ommit U+' 9 ur ose %iolates >+!/: b. 0trike in %iolation of noEstrike #lause #. 0itEdown, slowEdown strikes. d. E5: 8or$hy v. 9ansas: strike to ind!$e E6 to "ay $lai& to %or&er EE : le#islat!re $an &ake that a$tion "!nishable $ri&inally /!nion re" +ent to "rison1. SCOT;S a""roved !nani&o!sly. i(. Condu#t of strikers during strike

33

a. Cant blo#k ingressDegress b. Cant ha%e too many i#keters 9inherently hysi#ally intimidating:. =. 8R res-onses to concerted activities (. "! 7 tionsB a. *aiting it out. 9#ommon: b. +o#kouts 9re%erse strike by "!: #. 'ermanent re la#ements d. @em orary re la#ements e. Unilaterally im lement last best offer 9doesnt ha%e to wait for strike, ?ust im asse:. 2i. 3ermanent Re-lacements4 'for economic stri:es, a. "! has a right to #ontinue business o erations outweighs the otential damage to the strike. 7ffering em loyment to re la#ements 9 ermanently: doesnt affe#t rights of striking workers. b. 5LR< v. ac:ay Radio ? Tele#ra-h Co. a. 0C7@U0, 1982B i. "! has right to hire re la#ement workers, but #ant dis#riminate in reEhiring of union workers. ii. Case is im ortant for 0C7@U0 assum tion that "! has the right of ermanent re la#ements. $. E$ono&i$ Strikers have ri#ht to %!ll reinstate&ent I7 "ositions be$o&e va$ant. On$e "er&anently re"la$ed entitled to #o onto "re%erential hirin# list %or one year. a. Laidlaw Cor-. i. >+!6, 1932B ii. failure to reinstate strikers #on%erts strike from e#onomi# to U+' strike. iii. "! didnt hire striking workers ba#k when %a#an#ies be#ame a%ailable. @old striking worker that if he #ame ba#k it would be at starting salary. i%. 7n re%iew in Hth Cir#uitB 4unless the disad%antaged workers are #om ensated, they will ha%e been enali,ed for e(er#ising statutorily rote#ted rights and the effe#t of dis#ouraging future e(er#ises will not be #om letely dissi ated. &n those #ir#umstan#es, it wasnt arbitrary or #a ri#ious for the board to #on#lude that the #om lete %indi#ation of "" rights should take re#eden#e o%er "!s relian#e on rior board law.5

34

d. =ow does the union rote#t members against ermanent re la#ementsF a. Union #om romises b. >egotiate #lauses in the strike settlementB i. Union demand that there wont be re risals against workers ii. *orkers ha%e immediate right to reinstatement. e. "! #an get into troubleB if "! has #ommitted a U+' and must rehire its stru#k workers who were re la#ed, will ha%e to let go the ermanent re la#ements. a. "! will ha%e #onfli#ting legal obligations. b. 6ellkna #aseB 0C7@U0 said this is a danger. f. 5LR< v. 8rie Resister Cora. 0C7@U0, 1938B 0u er 0eniority Case b. 4some #ondu#t may #ontain im li#ations of intent, the natural foreseeable #onse-uen#es of #ertain a#tion may warrant the inferen#e5 Lof U+'M. c. 0ome #ondu#t does s eak for itself . su er seniority by its %ery terms dis#riminates between strikers and nonEstrikers, during and after the strike. =as a destru#ti%e im a#t on strike union. (ii. Loc:outsB a. "%en in early board #ase law, re#ognition that "! #ould order lo#kout. Fre-uent when there was anti#i ated sitE down or slowEdown strike, when "! had s oilable #argo. b. <uffalo Linen a. 0C7@U0, 19IHB ;ultiE"! lo#kout is legitimate res onse to #on#erted a#ti%ity. *ay of a%oiding whi saw strike, where union targets one "!, brings to knees, then works on the ne(t. c. %merican Shi-buildin# a. 0C7@U0, 193IB no -uestion that "! #an shut down his enter rise tem orarily for reasons of reno%ation. 7nly issue was the tem orary layoff of ""s to bring e#onomi# ressure to bear after im asse was rea#hed. b. Court holds that it was 7< for "! to lo#k out the ""s to bring e#onomi# ressure to bear bD# i. /nalysisB - 0how that "! interfered with, restrained, or #oer#ed ""s in their e(er#ise of JH rights $ - @here must be intent to dis#ourage union membershi . 29a:98: /. 0ome #ases are so egregious that board only has to look at

35

the moti%ation) here they had to look to see if union membershi was dis#ouraged. 9&t wasnt.: #. &m ortantB a#t doesnt gi%e the board general authority to gauge the relati%e owers of union $ "! and deny a wea on to one or the other. d. 7 en issue, somewhat resol%ed by 0C7@U0 di#taB "!s #an lo#kout workers and re la#e with tem orary workers. Court hasnt yet de#ided whi#h way theyd go on ermanent re la#ements. 2iii. <usiness /ustification4 a. 5LR< v. $reat 1ane TrailersC Inc. a. 0C7@U0, 193H b. "! agreed to ay %a#ation time to ""s who worked #ertain number of hours) there was strike. 0ome went ba#k to work, but "! said wouldnt get time bD# strike terminated all #ontra#tual obligations and no one would get %a#ation time. "! then said would gi%e to eo le who #rossed i#ket line. #. 29a:98: %iolation re-uires finding of dis#rimination and resulting dis#ouragement of union membershi . i. >o issue about dis#rimination. ii. /ntiEunion ur oseF - &f #an reasonably be #on#luded that "!s dis#riminatory #ondu#t was Einherently destructiveF of im ortant "" rights, no roof of antiE union moti%ation is needed) board #an find U+' e%en if "! shows #ondu#t was moti%ated by business reasons. - 6U@, if dis#riminatory effe#t was slight, antiunion moti%e must be ro%en to sustain the #harge &F "! #omes forward with legitimate business reasons 9"!s burden.: d. 0C7@U0 testB if turns on 4substantial5 will gi%e board o ortunity to weigh merits of "!s business ur oses and weigh against harm to unions interests. b. ContractorAs Labor 3ool v. 5LR< a. AC Cir. 2008 b. Constru#tion firms #all for re la#ement workers . ado ts oli#y that anyone who made 80R more 9eg, at union sho : was dis-ualified. c. CourtB inherently destru#ti%e, and board #an draw

36

inferen#es of bad faith from the #ondu#t. ee. 88s who donAt cross -ic:et lines4 i. Aiffi#ult -uestions. ii. &f at own #om any, an "" who honors i#ket and refuses to work will be deemed 9if strike is lawful:, a arti#i ant in the same a#ti%ity and rote#ted against dis#i line under 29a:91:. a. 6ut if illegal strike, "" #an be dis#harged. iii. &f "" works for another "!, more diffi#ult. a. Ae#ision to honor i#ket line is #on#erted a#ti%ity, but not sure if its for mutual aid or rote#tion and whether dis#i line would be 7<. b. !easons to su ort ""B a. 0howing su ort for others in labor mo%ement who may one day su ort that lone "". b. 29b:94:B its not illegal 9not the same thing as rote#ted: to honor a i#ket line established at another "! by a bargaining re there. #. @o res e#t a i#ket line isnt designed to e(ert harmful e#onomi# ressure to make #on#essions in bargaining. #. 6U@B a. !efusal to #ross i#ket line #an be treated as brea#h of em loyment < . %iolating "!s dire#tions to work. d. 're%ailing %iew, howe%er, is that its #on#erted a#ti%ity for mutual aid or rote#tion. 'rote#ted under JH.

ff. Constitutional Limitations4 i. Ith $ 14th /mendments. a. Aue ro#ess #onsiderations. b. Clauses dont guarantee absolute right to strike. ii. 'ri%ate ""s ha%e no Constitutional rights to organi,e, but go%ernment #ant forbid it. !ight of free asso#iation. iii. 'ubli# ""s may ha%e Constitutional rights. a. Ai#ta in OogtB theres no #onstitutional right to strike. b. 6ut erha s right to i#ket. iv. Thornhill v. %labama4 a. "m hasis on %alue of free s ee#h) >o #lear and resent danger from ea#eful i#kets) b. @here has to be a basis for fear of %iolen#e in order to ha%e statute against i#keting. v. Teamsters v. "o#tC Inc. a. 0C7@U0, 19IH b. 1H years after @hornhill. #. 'i#ket around gra%el it) i#kets are legit, but other @eamster dri%ers refused to #ross i#ket line and #aused

37

damage to the business. d. 'i#keting isnt immune from state regulation . nature of i#ket line #an indu#e res onses regardless of the message. e. Case establishes that the state, when enfor#ing ubli# oli#y, #ould #onstitutionally en?oin ea#eful i#keting aimed and undermining oli#y. f. 0tandardB rational basis . %ery low threshold. vi. %llied International4 a. &+/ sto ed loadingDunloading 0o%iet shi ments. CourtB a lying 29b:94: to &+/ doesnt infringe on their 1st / rights. vii. 1e<artolo v. Florida $ulf Coast <ld# ? Construction Trades Council a. 0C7@U0, 1922 b. 4ea$e%!l handbillin# o% se$ondary E6s in a sho""in# &all. =andbills only about wages aid to workers and how that under#ut wages in the #ommunity. ;ade it #lear union was only seeking #onsumer boy#ott against other mall tenants, not se#ondary strike by ""s. #. 0C7@U0B a#ti%ity is rote#ted. a. =andbilling wDo i#keting doesnt #oer#e se#ondary "!s . loss of #ustomers is result of ersuasion, not #oer#ionDintimidation. b. Aistin#tion between handbilling $ i#keting. i. 6U@ handbilling might be i#keting if theres a 4signal effe#t5 to indu#e "" to not work or erform ser%i#es. 9From another #ase . +o#al 8, &nternational 6roth. 7f "le#tri#al *orkers: #. @urns on two basi# ideasB i. Aistin#tion between handbilling $ i#keting $ ii. 'ea#eful ersuasi%e a eals to #onsumers are rote#ted by 1st /. viii. Hud#ens v. 5LR< a. 0C7@U0, 19H3 b. *arehouse ""s of shoe #om any go on strike) 0trikers i#keting at mall. ;all owner threatened to ha%e ""s arrested. Union filed #harge. #. 0C7@U0B balances rights 9remember +e#hemere 0-uare, !e ubli# /%iation:. a. 6asi# -uestion is whether the res e#ti%e rights $ liabilities of the arties should be #onsidered under >+!/, 1st /, or #ombination. b. >o 1st / issue bD# ri%ate ro erty owner has the right to e(#lude indi%iduals from it 9not a

38

go%ernment intrusion:. i. "( ressly o%erruling +ogan Oalley. i2. Or#ani=ational and Reco#nitional 3ic:etin# <an a. Landrum&$riffinB a. illegal toB i#ket or threaten or #ause to i#ket where an ob?e#t of the i#keting is to for#e "! to re#ogni,e union or ""s to ?oin the union. b. >+!/ doesnt define i#keting. Aoesnt re-uire strikeElike a#ti%ities. a. 6oard looks at im a#t on eo le entering remises. b. =andbilling might be i#keting if theres a 4signal5 effe#t to indu#e ""s not to work bD# they belie%e theres i#keting. 9+o#al 8, &nternational 6roth. 7f "le#. *orkers: c. 0nion canAt -ic:et where another union is certified. a. )'b,'.,'C, 'Taft Hartley, b. *here in the last 12 months theres been %alid ele#tion or union has beeen 4lawfully re#ogni,ed5 9not #ertifi#ation:. #. 6ut minority union #an i#ket if there hasnt been #ertifi#ation 9Curtis 6ros:. d. )'b,';,4 bans -ic:etin# if one of the #oals is Ereco#ni=e or bar#ainF . in#ludes i#kets for organi,ation. 6ar on trying to for#e "! to bargain, or to for#e "" to a##e t labor org. a. 6ut i#kets 7< if the union is #urrently #ertified. b. =owe%er, se#tions a, b, # i. /B where "! has lawfully re#ogni,ed and a -uestion #ant be raised under 99#: ii. *here an ele#tion took la#e in the last 12 months iii. *here i#kets ha%e been #ondu#ted without a etition under 99#: and lasts longer than 80 days - &m ortantB establishes the 80 day rule for i#keting a nonEunion "!. - U*hy #ant union sla u re#ognitional i#ket to get the ele#tion all the timeF 6linne #ase. c. <linne Construction Co4 i. >+!6, 1932B 29b:9H:9C:B res#ribes limitations on i#keting as an ob?e#t of re#ognition or bargaining 9for other ob?e#ts . not forbidden:. ii. /lso, not all i#keting for re#ognition or bargaining is forbidden. / #urrently #ertified

39

union #an i#ket for re#ognition or organi,ation of ""s for whom it is #ertified) e%en an un#ertified union #an i#ket, e(#e tB - 0ituations where another union is re#ogni,ed - "le#tion took la#e in last 12 months or - +imited to 4reasonable eriod5 not grater than 80 days, unless re resentation etition has been filed rior to e( iration of the eriod. iii. &n this #ase, 6linne transferred one "", thinking would destroy union ma?ority) i#keting began. Continued more than 80 days, but was ea#eful. Union wasnt #ertified re . i%. 1CB %iolation bD# i#keting was to get re#ognition, and no etition filed in 80 days. 9Union thinks they should be e(#used bD# of outstanding U+'s:. %. 6oard re?e#ts . "! U+'s are not a defense . dis uted issues of ma?ority status should be resol%ed by ele#tion. %i. 6oard wont allow a -ui#ky ele#tion ?ust bD# the union files for one . only when the "! #hooses to #ontest the %alidity of the i#keting by filing a #harge against the union . that triggers the fast ele#tion. e. &f signs say 4this store ays below area wages and standards5 . doesnt get to re#ognitionDorgani,ation. Nust ad%ising the ubli# EE ubli#ity ro%iso in 29b:9H:9C:. 'rote#tion doesnt re-uire that the informational i#keting be #om letely free of re#ognitionDorgani,ational moti%e. f. &f signs show u after the union loses an ele#tionF a. "! should try to ferret out the unions ur ose . #all. /sk them what it would take to make the signs go away 9might say 4sign a <5 . that would show. g. !emedy for 29b:9H: %iolationsB a. 0e#ondary boy#ottsB money damages, alone of the U+'s 9in 29b:94: and 808. b. Cant get damages for illegal re#ognitional i#keting . but treated like se#ondary boy#ott under 109l: of the statute . #harge of either se#ondary boy#ott in %iolation of 29b:94: or re#ognitional e( edited treatment by the board. h. 5LR< v. Local 6C International <roth. Of 8lec.

40

Wor:ers a. 8istin#!ishin# bet+een si#nal and in%or&ational "i$ketin#. b. 2nd Cir#uit, 1938B < awarded to different union, so +o#al 8 i#kets in areas that werent tra%ersed by general ubli# 9deli%ery areas:. @wo times, deli%eries were turned away. #. Union #laims ur ose is to ha%e the 0ub< gi%en to #om any whi#h re#ogni,ed it as bargaining re , and failing that, to oust the <. *ant to for#e the non &6"* #ontra#tor off the ?ob. d. CourtB it doesnt ne#essarily follow that bD# an ob?e#t of the i#keting is for#ing or re-uiring the "! to re#ogni,e or bargain, the ur ose of the i#keting is also not to truthfully ad%ise the ubli#. 9Union #ould ha%e legit longErange or strategi# ob?e#ti%e of getting the "! to bargain with or re#ogni,e the union and sill the i#keting may be ermissi%e.: e. @he 'ro%iso gi%es the union freedom to a eal to the unorgani,ed ubli# for 4s ontaneous o ular ressure5 . ubli# shouldnt be so narrowly #onstrued to e(#lude #onsumers . no to other unions. f. 0ignal i#keting rohibited, ubli#ity i#keting is allowed. i. Co(B a. @wo ty es of i#keting before union ele#tion in 29b: 9H:B i. 'i#keting that halts i#ku s or deli%eries by inde endent tru#king #om anies or rendition of ser%i#es by the ""s of other "!s 90ignal: ii. 'i#keting that a eals only to the ""s in the establishment and members of the ubli#. 9'ubli#ity: ?. Arummonds guideB a. &f i#keting is by re#ogni,ed union, then no organi,ational or re resentational i#keting issue. b. Aoes the i#keting ha%e a re#ognitional or organi,ational ob?e#tF 9?ust one triggers 29b:9H: thinking:. #. +ook at all of the #ondu#t to determine if its re#ognitionalB i. >ear ele#tion, #ontra#t. ii. /lmost always se#ond unions i#ket will be illegal. iii. "le#tion ro#eeding in 12 monthsB illegal. iv. 'i#ket longer than 80 daysB illegal unless

41

etition for ele#tion.

(. Secondary 3ressureB a. Union ressuring someone with whi#h the union doesnt ha%e a dis ute to for#e that erson to do something to the erson the union does ha%e a dis ute with. b. 'oli#y is to not enmesh neutrals, but there are some e(#e tions. #. 29b:94:B U+' for union toB a. strike, refuse to handle goods or erform ser%i#es, or indu#e any indi%idual to strike or refuse to handle goods or erform ser%i#es b. threaten or #oer#e any erson from using or dealing in another ersons rodu#ts, or #ease doing business with the other erson if the ob?e#t is to for#e or re-uire any erson to #ease using, selling, et#. #. 'ro%isosB i. Aoesnt a ly to rimary strike or i#keting ii. 'ubli#ity i#kets are 7< . urely ersuasi%e i#kets. 9but #ant be any #oer#ion: d. Common situs situation4 a. Fre-uent in #onstru#tion, where a number of "!s are working on the same site. b. >+!6 %. Aen%er 6uilding $ Constru#tion @rades Coun#il i. 0C7@U0, 19I1 ii. &ssue o%er whether union #ommits U+' under 29b:94:9/: by striking to for#e the 1C to terminate a < with a nonEunion sub#ontra#tor. iii. CourtB 29b:94: doesnt s e#ifi#ally mention se#ondary or rimary boy#ott, but understood its se#ondary boy#ott ro%ision. i%. /nalysisB - Aetermine if strike had 4 ros#ribed ob?e#t5 /. Union wanted 1C to fire sub - *ith 1C and sub on same ro?e#t, their relationshi is 4doing business.5 %. 9"le#tri#al sub is the rimary "! . se#ondary ressure is on the 1C.: c. 29#:B se#ondary boy#ott trum s rote#tion . i#keting is 4s ee#h lus5 . signaling.

42

e. %mbulatory Situs4 a. SailorAs 0nion of the 3acific i. >+!6, 19I0B ii. 'i#ket of shi on se#ondary artys do#k is 7< under 29b:94:. iii. Union #arefulB tells others that its 7< for them to #ross the i#ket lines. i%. >+!6B 29b:94:9/: says 7< to i#ket at the rimary "!B gi%es fa#tors to use in ambulatory situs situationB - &f i#keting is stri#tly limited to times when the situs of dis ute is lo#ated on the se#ondary "!s remises - /t the time of the i#keting, the rimary "! is engaged in normal business at the situs - @he i#keting is limited to la#es reasonably #lose to the lo#ation of the situs - @he i#keting dis#loses #learly that the dis ute is with the rimary "! f. /lter ego do#trineB a. Com any may ha%e union o eration and nonEunion o eration . 4double breasted5 o erations. &f the #or orate #ontrol is #entrali,ed, #an be #onsidered alter egos. g. /lly Ao#trine a. 0ometimes two "!s will be #onsidered to only be one for the ur oses of se#ondary boy#ott situations. b. Aouds %. ;et. Federation of /r#hite#ts i. 0A>CB "bas#o farms work out to 'ro?e#t . union i#kets 'ro?e#t, too. ii. CourtB ro?e#t #ant #laim to be %i#tim of se#ondary boy#ott bD# it made itself arty to the #ontest . not an inno#ent bystander. h. Reserve $ate 1octrine4 a. ha%ing a se arate gate for #ontra#tors. b. +o#al H31, &U"!;* %. >+!6 i. 0C7@U0, 1931B 1" has lant with fi%e gates, one for only #ontra#tors. ""s i#ket this gate, too and kee #ontra#tor ""s from entering. ii. CourtB 7< so long as not indu#ing ""s to stay off the ?ob. &n this #ase, the work erformed by the maintenan#e ""s will hel

43

determine on remand. iii. &f the maintenan#e ""s erform work used in the normal business o erations of lant then will be 7< . the #ontra#tor is then an ally of the "!. 6ut if its something new 9#onstru#tion work, et#.: then the se#ondary boy#ott would be illegal. 1" s#rewed u in that regular maintenan#e workers used the same gate. i%. 9Aont forget . 1" #ould ha%e gone after 109l: mandatory in?un#tion . board would ha%e been obligated to seek if se#ondary boy#ott.:

c.

when the reser%e gate is 4 olluted5 then the union #an i#ket the entire site, in#luding it.

2i. Consumer %--eals a. Closing loo holes in se#ondary boy#ott ro%ision a. @he se#ond ro%iso . to truthfully ad%ise the ubli# . in 29b:94:. b. @ree Fruits a. 0C7@U0, 1934 i. &ssue is whether unions %iolated 29b:94:9ii: 96: when limited se#ondary i#keting of retail stores to #ustomers of the s tores not to buy rodu#ts of #ertain #om anies theyre striking against. ii. CourtB ea#eful i#keting is resumed lawful. / union a eal to the ubli# at a se#ondary site not to trade at /++ would be illegal . but its 7< to say not to buy one rodu#t. b. Court retreats from this holding in 0afe#oB rodu#t i#keting that reasonably #an be e( e#ted to threaten neutral arties with ruin or substantial loss doesnt s-uare with the statute. #. 4@weener5 footnoteB if se#ondary i#keting dire#ted against rodu#t re resenting ma?or ortion 9but not all : of #om anys business, then neither @ree Fruits nor 0afe#o would #ontrol. 2ii. "iolence ? 0nion Res-onsibility4

44

a. Oiolen#e during a strike or i#ket may sub?e#t to san#tionsB a. FirstB if the ""s are engaging in %iolen#e and are em loyed by the #om any whi#h is their ob?e#t, they may be dis#harged or otherwise dis#i lined for mis#ondu#t . its #on#erted, but not rote#ted within 0e#. H or 29a:91:. b. SecondB state #ourts may en?oin or issue ?udgment of damages . #om ensatory and uniti%e . against union or indi%iduals who engaged in %iolen#e. ;ay also fa#e #riminal rose#ution. #. ThirdB if mis#ondu#t #an be #harged to the union, may be found to %iolate 29b:91:9/:. 9%iolen#e or threats of %iolen#e.: i. *hen this ha ens, board will issue #ease and desist order but wont re-uire union to reimburse "" %i#tims. 9awarding money damages would interfere with oli#y of the labor a#t to rote#t #on#erted a#ti%ities.: ii. &n?ured "" #an also seek redress in tort a#tion. 2iii. Remedies for 0nion 0L3s4 a. 109l: in?un#tion . !egional Aire#tor is obligated to re-uest tem orary in?un#tion in e%ent #harge is filed against a union for %iolations of se#ondary boy#otts, strikes in su ort of workEassignment demands, and unlawfully rotra#ted re#ognitional i#keting, when the !A feels #harge has merit. b. >o uniti%es. >>"II. %dministration of Collective <ar#ainin# %#reements bb.Aetermines the relationshi between the arties) usually #ontains ro%isions about wages, hours, dis#i line, romotions $ transfers, medi#al insuran#e, et#. ;ay also #ontain ro%isions about lant #ustoms and industrial ra#ti#es as well as informal agreements and #on#essions made at the bargaining table. ##. /ll -uestions of arbitration ro#edure are for the arbitrator. dd.@here is a resum tion of substanti%e arbitrabilityB #ourt must de#ide if item should be arbitrated or not . strong resum tion to do so. ee."ssen#e testB enfor#ing arbitration awards 9%ery loose: . as long as you #an say the arbitrators award was drawing its essen#e from the <. gg.%s a lawyer dealin# with -ossible #rievance B i. +ook for e( ress < language that deals with the grie%an#e. 9/lso, o%erall intent of the < to address the issues.: ii. +ook at the bargaining history and the ast ra#ti#es of the arties . how has this issue been inter reted in the astF iii. +ook for ,i er #lausesB has a duty to bargain o%er this been

45

i%.

%. %i.

vii.

wai%ed in a ,i er #lauseF a. Si er #lauseB both arties agree during life of the < that they wai%e any right to bargain o%er other issues. +ook for management rights #lauseB has management reser%ed the right to de#ide #ertain thingsF a. For mgmt and ,i er #lausesB -uestion is if there has been a #lear and unmistakable wai%er. +ook for maintenan#e of standards #lauseB o osite of ,i er #lause. +ook at grie%an#e arbitration ro%isionB a. Oiewed as #ontinuation of #olle#ti%e bargaining. 9*hen #ant resol%e at the table, agree to ambiguous language and ush the dis ute into the future.: b. 4/ny dis ute goes to arbitrationB EE but what if its a se(ual harassment situationF &t might in#lude things not #ontained in the < 9older <s:. >ow more #ommon to see 4any dis ute arising o%er the inter retation or a li#ation of this agreement.5 #. 6eware the timeline tra s in the <P d. @y i#al agreement allows for resenting a grie%an#e, orally or in writing, by the aggrie%ed "" or union, to the a ro riate su er%isor or foreman. @hen it mo%es on, after that . usually agreements ro%ide that union re s ro#ess. Aont be the first one to ro ose an arbitrator . better to let the other guy go first when #hoosingP 9@his is ad ho# . some industries ha%e a ?oint #onferen#e board model. @he final ste is ha%ing two members a ointed by union, two by management, and those four hear the matter, if #ant resol%e, will ?ointly sele#t a fifth member.:

hh.'oli#y of 1/' 9grie%an#e arbitration ro#edure:B i. Chea er, faster, informal. ii. &f union doesnt follow through for the "", the "" may be out of lu#k. a. ;addo( e(haustion do#trineB grie%ant is stu#k with the results of the grie%an#e ro#ess . #ant go to federal #ourt, either 9for under the <: . dont ha%e to arbitrate a @itle O&& #laim. ii. !ust Cause4 most #rievances are about disci-line of 88s. i. H widely a##e ted rulesB a. !ule is related to work 9some re-uire reasonably related: b. &s the rule known to ""s or was there reasonable noti#e to ""sF #. Aid the "" %iolate the rule or standard in fa#tF 9made de no%o:. d. *as there reasonable in%estigation of the %iolationF 9Aid

46

"" get industrial due ro#essF: e. &s the dis#i line #onsistent with what the #om any has done with analogous in#idents in the astF f. =as there been rogressi%e dis#i lineF g. /re there mitigating #ir#umstan#esF a. Ai%or#e, death, ast re#ord, ubli# ser%i#e, et#. ii. <urden of -roof is on the unionC but in /ust&cause dismissalsC the 8R has the burden. iii. alinc:rodtC IncB arbitration de#ision where determines otE smoking ""s should be returned to work bD# there was ast ra#ti#e of not firing eo le. 6ut no ba#k ay bD# of lying. i%. Wal:er anufacturin#B more ot smoking where sus ension was #on%erted to dis#harge) arbitrator re?e#ts rogressi%e rin#i le in the wake of a serious offense. v. !ust cause may be the arbitratorAs sense of /ustice and common sense. /rbitrators doing indi%idual ?usti#e in indi%idual #ir#umstan#es. ??. %llis Chalmers f#. Co.4 i. 1rie%an#e must be submitted in #om lian#e with the ro#edure. Union is grie%ing that ban on subs isnt e( ressed in the < but im lied from the terms of the re#ognition #lause defining the bargaining unit. ii. Com any says < is limited to e( ress ro%isions. iii. /rbitrator resol%es for unionB oints out that while grie%an#es are limited o%er ro%isions of the C6/, doesnt say e( ress ro%isions E so im lied #ount as well. 9further dis#ussion about bad faith #omes out, ?ust from his head.: ::. Role of -ast -ractice4 i. Used in four waysB a. 'ast ra#ti#e may determine ambiguous < language. b. 'ast ra#ti#e might be an im lied term of the < in the absn#e of negation in the language of the <. #. 'ast ra#ti#e might be baseline for maintenan#e of standards #lause 9free,ing the status -uo for the life of the <:. d. Unilateral #hange do#trine. ii. 'hilli s 'etroleumB Com any ro%iding free ele#tri#ity for ""s in #om any and nonE#om any housing, wants to #hange. Union grie%es. /rbitrator found for union bD# of #ontinuing obligation under the <. ll. "(ternal lawB i. 0ome arbitrators read < with e(ternal law, some ?ust enfor#e the < as written. &f theyd wanted to in#or orate e(ternal law, would ha%e done it by referen#e. mm. 'rior to @E=, C6/s were enfor#ed in #ourt . state #ourtsP . bD#

47

dealing with < law. 'roblem was there were I0 different s ins on < law. i. ;addo( e(haustion do#trineB must e(haust all remedies before to #ourt. 6ut dis utes make it to #ourt in other waysB a. *here union has brea#hed duty of fair re resentation b. *here the < doesnt ro%ide for arbitration 9!ing 0#rew #ase: . then 0C7@U0 has said then ha%e statutory enfor#ement #. !efusal to arbitrate or refusal to honor an award. ii. 801B inter reted to #reate #on#urrent ?urisdi#tion in state and federal #ourts. Can #herry i#k. iii. Te2tile Wor:ers 0nion v. Lincoln ills %labama a. 0C7@U0, 19IHB foundation #ase. b. 801 authori,es federal #ourts to #rate a body of federal law to enfor#e C6/s . #ourt may order 0' of romises to arbitrate. 'oli#yB to maintain industrial ea#e. #. Federal #ourts #an use state law. d. 0till -uestion about whether >orrisE+a1uardia withdraws ?urisdi#tion to #om el arbitration . but that wasnt the oli#y of >E+. iv. Lucas Flour4 a. 0tate #ourts hearing C6/ 1E/ issues must a ly federal law and refrain from a lying lo#al < rules. +ook to 801 federal law. v. Steelwor:ers v. %merican f#. Co4 a. 0C7@U0, 1930 b. First in trilogy. #. /rbitrator awards dont get re%iewed on the merits and e%en fri%olous issues #an go to arbitration. d. /rbitrators handle more than what #ourts #an hear . e%en if theres a mistake of law and erroneous inter retation or findings of fa#t, thats not reason to re%isit arbitrator de#ision. e. Court is limited to determining if the arties had agreement to arbitrate. %i. Steelwor:ers v. Warrior ? $ulf 5avi#ation Co. a. 0C7@U0, 1930 b. Aoubts about whether something should be #o%ered by arbitration #lause should be resol%ed in fa%or of arbitration by reason of 8019a: . oli#y for industrial stabili,ation. #. Famous testB an order to arbitrate the arti#ular grie%an#e should not be denied unless it must be said with ositi%e assuran#e that the arbitration #lause is not sus#e tible to an inter retation that #o%ers the asserted dis ute. Le.g., rational lawyer with a straight fa#e.M d. @here is a limitB e(#e ts things that are 4stri#tly a fun#tion of management.5

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vii. Steelwor:ers v. 8nter-rise Wheel ? Car Cor-. a. 0C7@U0, 1930 b. /s long as arbitration de#ision is drawn from the <, #ourt should enfor#e it. c. "ssen#e testB as long as arbitrator ur orts to be inter reting the <, then the arbitrators award is 7< and enfor#eable, e%en if there are mistakes of fa#ts or law. viii. Federal #ourts ha%e roblems from time to time with oli#y of honoring arbitration and will get re%ersed by 0C7@U0. nn. %rbitration once the G has e2-ired4 i. bD# arbitration is #ontra#tual, does it e( ire when the < doesF a. @his is an area of #ontention . law more roEmgmt now. ii. "%ergreen agreement . < may ha%e #lause that says grie%an#e ro#edure will stay in effe#t until negotiations #om lete or 10 day noti#e for either arty. iii. 5olde <rothers4 a. 0C7@U0, 19HH b. /fter < e( ires, grie%an#e o%er se%eran#e ay. #. Oested right, like se%eran#e ay, that arises under the < then the right #ontinues after the <. U>+"00 e( ress ro%isions in the < that negate it. iv. Litton Financial 3rintin# 1iv. v. 5LR< a. 0C7@U0, 1991 b. !etreat from >olde . -ualifies trilogy resum tions. #. "! #ommits U+' if makes unilateral #hange in e(isting term if doesnt bargain to im asse. 6ut >+!/ doesnt re-uire that arbitration #lause #ontinue after end of < or that an "! #ommits a U+' when #hanges #lause wDo bargaining to im asse. 0ome terms of < do e( ire with the <B a. Union se#urity #lause b. Aues #he#kEoff #lause #. >oEstrike #lause terminates with < unless grie%an#e arbitration #ontinues d. /rbitration #lause. d. >olde #ase only a lies where dis ute has real sour#e in the < . ob?e#t of arbitration isnt to trans#end < but im lement <. e. @hree situations where arbitration duty does #ontinue after e( irationB a. &f offense took la#e before < e( ired b. &f theres a##rued right that a##rues or %ests before < e( ires #. *here under normal < rin#i les the dis ute right sur%i%es e( iration of the remainder of the agreement. 96ut arent going to a ly strong

49

f. oo.

resum tion of arbitration in this #ase.: 0C7@U0 denies arbitration.

3ublic 3olicy 82ce-tion4 i. Oery narrowly #onstru#ted . when arbitrator orders something beyond the ale as a remedy that we find ob?e#tionable as oli#y. ii. ;is#oB 0C7@U0 enfor#ed award reinstating drugEselling "" bD# it was not suffi#ient ubli# oli#y. @he oli#y must be e( li#it and in ositi%e law . not ?ust broad, floating in the air. iii. 8astern %ssociated Coal Cor-. a. 0C7@U0, 2000B arbitrator ordered "! to reinstate "" who was fired bD# tested ositi%e twi#e for ot. b. CourtB ubli# oli#y doesnt allow #ourt to refuse to enfor#e award. /ward %iolates no s e#ifi# ro%ision of any law or regulation . #onsistent with A7@ rules, et#. !udicial 8nforcement of 5o&Stri:e Clauses in C<%s4 i. >E+/ rohibits fed. #ourts from issuing in?un#tions in dis ute . but #ourt ne%er de#ided whether union #ould strike o%er grie%an#e and be sub?e#t to ?udi#ial inter%ention. ii. 6oys ;arkets, &n#B a. 0C7@U0, 19H0B federal #ourt #an issue in?un#tion against strike in %iolation of noEstrike #lause &F dis ute is based on something arbitrable under grie%an#e ro#edure. b. >o e%iden#e that Congress intended remo%al me#hanism to be utili,ed to fore#lose remedies in state #ourts . de%astating im li#ation for enfor#eability to arbitration agreements if e-uitable remedies arent a%ailable. #. =olding is >/!!7*B only in situations where C6/ has mandatory grie%an#e or arbitration ro#edures. iii. <uffalo For#e4 a. E<$e"tion: i% strike not over arbitrable o%%ense $o!rt has no ability to iss!e an in'!n$tion.

--.

@@. Individuals are not liable for dama#es under no&stri:e clause. i. 8019b:B re%ersal of C+ rule that labor org #ouldnt be sued as entity. >ot enfor#eable against indi%idual members or assets. rr. 5LR< defers to arbitrators4 i. 0ometimes the >+!6 wont de#ide a U+' if the fa#ts #ould be sub?e#t to arbitration. Oery #om le( area of the law . do#trine flu#tuates with the makeu of the board. ii. 6e aware there is a ossibility of U+' being sent to arbitration. ss.%rbitration ? Title "II4 i. /le(ander %. 1ardnerEAen%erB 1rie%ant lost gEa but #ame ba#k

50

and filed @itle O&& #laim. 0C7@U0B unioni,ed "" does get two bites at the a leP @hey ha%e < rights and grie%e them, but bD# arbitrators arent #om etent to de#ide statutory rights, we allow @itle O&& remedy, too. ii. 1ilmerB ri%ate se#tor #ase, where mandatory arbitration in nonEunion se#tor. 0C7@U0 inter reted F// . ea#h indi%idual #an be re-uired to arbitrate all dis utes arising from em loyment. 7nly gets one bite at the a le. tt. Wri#ht situationB i. '. 223EH ii. *hether a union #an agree to ha%e indi%idual ""s and indi%idual rights dis utes through < grie%an#e ro#edure. iii. Following the 1ardner Aen%er 'rin#i le, #an get two bites at the a le if union, #an arbitrate dis#rimination #ase and then sue in federal #ourt de no%o. >>>II. Successorshigg.Combination of do#trine of resum tion of ma?ority status and in%ol%es unilateral #hange do#trineB su##essors #hanging #onditions of em loyment. uu. <urns International Security Services4 i. !e#ently #ertified union. ii. *hen #om any is su##essor to a #om any with a labor <, may ha%e to deal with the union. Fa#torsB a. ;ust ha%e ma?ority of ""s from the old "!. 9&f not, then no argument: b. 0ubstantial #ontinuity EE &f you do ha%e ma?ority, then look to other fa#torsB same rodu#tion, same goods, same su er%isors. 0e#ondary tests. iii. Auty to bargain ordinarily doesnt #ommen#e until the su##essor has hired a ma?ority of the workfor#e from the old "!. i%. 7ld < not binding . >ew "! #an set terms and #onditions and this is where any dis#ussion of unilateral #hanges would start from. vv. 1an#ers for com-any4 i. &f let go union workers, #ould be taken as union animus) 29a: 98:. ii. &f buyer says 4were taking all your ""s5 then #lear su##essorshi and duty to bargain. ww. Fall River 1yein# and Finishin# Cor-4 i. 0C7@U0, 192H ii. 6oards 4substantial and re resentati%e #om lement5 rule is #onsistent with 6urns. a. H month ga between hiring is 7<. iii. Com any is su##essor whenB they%e hired substantial and re resentati%e number of ""s. 9"! wanted to wait until had hired for all shifts:.

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i%. Union has only to send letter . shouldnt ha%e to kee re-uesting bargaining. Com any must let union know. a. AangerousB too early, then guilty of 29a:92: unlawfully aiding %iolation. @oo late, then ha%e %iolated 29a:9I:. %. "( ands 6urns to #o%er unions that were not ?ust re#ently #ertified but had been in e(isten#e for a time. %i. !emedyB a. 7rder to bargain b. Cease and desist order #. /ny #hanges after status -uo is established is unilateral #hange. ((. 82ce-tionsB i. 0ituation where "! has already #ommitted to hiring sellers ""s . re#ognition of the union. ii. *here "! has been dis#riminating in not hiring union ""s or saying new business will be nonEunion. @he board has a #ourtE a ro%ed e(#e tion that its a %iolation. a. "! should say 4hire the best eo le5 and make oint of hiring one or two strong union su orters who arent leaders. yy. $olden State RuleB su##essors are liable for any U+' liabilities of the seller. &f they buy with noti#e, then the seller is on the hook to look . theres no obligation to look, but its u to the union to ut the buyer on noti#e. ==.Howard !ohnson Co. i. 0C7@U0, 19H4 ii. 'retty mu#h o%erruling of *iley. 0in#e su##essor isnt bound by < the seller had, and sin#e arbitration was art of the <, no obligation for buyer to arbitrate. aaa. Llabor < isnt binding unless e( li#it in labor agreement that seller will ut e( ress assum tion into the buyEsell <.M

>>>I". 1uty of Fair Re-resentation ii. / brea#h of the duty is 4bad faith,5 dis#riminatory, or arbitrary $ #a ri#ious. Can take la#e in negotiations, enfor#ementDadministration . grie%an#e, hiring in union halls. bbb. Clear e(am lesB i. Union wont take #ase to arbitration when theres a grudgeB bad faith. a. !i%al in the union doesnt take the #ase for you. ii. +ess #ommonB gender and ra#ial dis#rimination) most unions ba#k nonEdis#rimination. iii. /lso by erfun#tory ro#essing of a grie%an#e . as e#t of arbitrariness. ###. 8nforcementB i. 1o to the >+!6 with U+' . %iolation of 29b:91: and 98: for union

52

to brea#h AF! bD# duty is im lied in the status of e(#lusi%ity. a. *ould only get ba#k ay, minus mitigated earnings, reinstatement. b. 6ut if worried about ?ury trial. #. +ow #ost. ii. Federal #ourtB a. 1et to #ourt faster, #ould get real damagesB #om ensatory and emotional distress. b. >o uniti%esB Faust #ase. iii. 0tate #ourtB a. /ll of these #laims are filed under J801. Creates #on#urrent ?urisdi#tion to enfor#e rights in #olle#ti%e bargaining. ddd. RemediesB i. Com ensatory . reinstatement $ ba#k ay. ii. ;any #ourts also a##e t othersB emotional distress, selling home at a loss. iii. >o uniti%es bD# theres a fear of #hilling union a#ti%ity. i%. !e%o#ation of unions #ertifi#ation or right to re resent ""s, lowering of the < bar 9#ould try to de#ertify union, denial of initial #ertifi#ation. eee. Si2 month SoL 9same as U+':. fff.%ir Line 3ilots v. OA5eill4 i. 0C7@U0, 1991B re%iew for arbitrariness is %ery deferential. @he unions #ondu#t has to be in bad faith, dis#riminatory, or #om letely arbitrary. "(amined from the 'oO of the union, not indi%idual ""s ers e#ti%e. ###. "aca v. Si-es i. 0C7@U0, 193H . leading #ase in the grie%an#eEarbitration #onte(t. ii. Union has 4statutory obligation to ser%e the interests of all members without hostility or dis#rimination toward any, to e(er#ise its dis#retion with #om lete good faith and honesty and to a%oid arbitrary #ondu#t.5 hhh. 0C7@U0 in di#ta has said negligen#e isnt enough for a AF!) sometimes #ould rise to le%el of arbitrariness if not mistake, but is re#kless or intentional.

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>>>"I. 0nion Security kk.Com ulsory ayment of money to unionsB dues, initiation fees. ll. Criti#al additions in @E=B (((i(. 0e#tion H guarantees ""s the right to refrain from union a#ti%ity. (l. 0e#tion 29a:98: rohibits #losed sho s but allows union sho s (li. 0e#tion 29b:91:9/:B makes it a U+' for union to retrain or #oer#e ""s in e(er#ise of 0e#. H right not to ?oin union. (lii. 0e#tion 29b:92:B makes it a U+' for union a#tion to #ause "! to dis#riminate against an "" when hasnt been allowed into the union or is terminated bD# of something other than failure to ay dues and initiation fees. (liii. 0e#tion 29b:9I:B forbids 4e(#essi%e or dis#riminatory5 initiation fees. (li%. 0e#tion 149b:B states #an ban agreements re-uiring membershi in labor org. as #ondition of em loyment. (l%. 0e#tion 802B "!s rohibited from aying money to unions, but #he#koff for dues is 7< under 8029#:94:. tt. Ty-es of sho-s4 (l%ii. Closed sho 9now illegal . re-uires union membershi as initial re-uirement of em loyment: (l%iii. Union sho 9re-uires ""s to ?oin the union within 80 days after initial hiring. "" not re-uired to arti#i ate in the union:. (li(. /gen#y 0ho 9doesnt #om el union membershi , but re-uires nonEunion "" ay for unions ser%i#es in negotiations and administering C6/:. 22. 1eauthori=ation4 i. ""s ha%e right to deauthori,e union se#urity through >+!6 ele#tion that o erates similarly to ele#tion for #ertifi#ation . not to throw out the union, but get rid of the union se#urity agreement. 99e:. 30E90 days to #hallenge on#e one of these is negotiated with the "!. 9O"!C un#ommon to ha enP: iii. Core membershi-4 i. 7nly #ore membershi is re-uired . ha%e obligation to ay in full, but no enfor#eable obligation to ?oin and be#ome fullE fledged member. ;aking fairEshareDagen#y sho s ?ust like union sho s. ii. 'oliti#al ob?e#torB erson #an ob?e#t to union s ending any of its money on nonEC6 ur oses. Can get rebate or future dedu#tion of fees. a. /lso, #an #hallenge the amount of the oliti#al #ontributions. b. +obbying e( enses not #hargeable to nonEfull members. #. 7rgani,ing e( enses are #hargeable if in same labor market as the re resented units. >+!6 #aselaw. d. 'atternmakersB members #an #hange from full to #ore members at any time. ///.5LR< v. $ 4 i. 0C7@U0, 1938

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ii. "! doesnt #ommit U+' when refuses to bargain with #ertified union o%er unions ro osal for an agen#y sho . iii. &m ortantB membershi as a #ondition of em loyment is whittled down to the finan#ial #ore. :::. ar@ue= v. S%$4 i. 0C7@U0 ii. Union doesnt ha%e to notify ""s about more than the statutory language 9e( laining #aselaw:. /s long as theres noti#e and ro er administration its not ne#essary to e( lain about finan#ial #ore membershi , et#. in the C6/. lll. C% Saw ? Gnife Wor:s4 i. +eading #ase to say what the noti#e obligations are. ii. !e-uirementsB a. Union must gi%e a 6e#kErights noti#e to newly hired nonE member ""s. a. 6e#k noti#eB informing ""s they ha%e a right to ob?e#t to aying for union a#ti%ities nonEgermane to unions duties as bargaining agen#y and to obtain a redu#tion in fees. b. For #urrent ""s, union seeking to sub?e#t them to dues must also ro%ide noti#e of their 6e#k rights. a. 7< to ?ust ublish in newsletter. #. 6efore union #an seek dis#harge of "" for failure to ay dues and fees, must gi%e "" reasonable noti#e of delin-uen#y, in#luding statement of amount and months owed, and method used to obtain amount. @ell "" when to make, e( lain that failure to ay will result in firing. d. Union #ant limit ""s right to file 6e#k ob?e#tion to month of Nanuary. 9/nother #ourt disagrees: e. "( enses outside of bargaining unit are 7< if ultimately hel members of the lo#al union. f. UnitEbyEunit a##ounting doesnt ha%e to be done for litigation outside of ob?e#tors unit. g. Union must only set out ma?or #ategories of union e( enses and union #an say some of these were mi(ed without ro%iding more. h. Union must su ly audit. i. Consolidating #hallenges into on#e a year was reasonable.

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