LABOR LAW --- ROSADO FALL 2014

Why labor law?

I. Unions were !"h ore #roli$i" in %he #as% %hen %hey are %o&ay '()* o$ wor+ers in !nions in
1,4- .s. /* %o&ay0.
II. 1eo#le are wor+in2 ore
III. 3olle"%i.e bar2ainin2 s%ill a%%ers in Aeri"an in&!s%ry
I4. 5el#s !s !n&ers%an& %he !se an& i#leen%a%ion o$ al%erna%i.e &is#!%e resol!%ion
e"haniss.
4. 5el#s !s !n&ers%an& #robles rela%e& %o #ro$essional res#onsibili%y.
4I. 1oli"y iss!es '2o %o %he hear% o$ %he Aeri"an s#iri%06
a. 7o.ernen% re2!la%ion8a&inis%ra%i.e law
b. 7ro!# .s. in&i.i&!al ri2h%s
i. 9#loyee s!in2 !nion:wha% ha##ens %hen?
4II. ;o analy<e #oli"y= we %a+e a "ri%i"al loo+ a% %he way %ha% law a$$e"%s an& is a$$e"%e& by6
a. >ar+e%s= as %hey lay %hesel.es o!% in %he real worl&. An&
b. Or2ani<a%ional beha.ior 'bo%h "or#ora%e an& !nion beha.ior0
4III. Unions6
a. 1ros6
i. 3olle"%i.e in%eres%s a%%er
ii. 3lass a%%ers:!nions #ro%e"% %he lower-"lass wor+er
iii. 1eo#le are wor+in2 ore
Judicial Intervention:
I. Vegelahn v. Guntner '1-,?06
A. Ds 'e#loyees o$ 10 or2ani<e& a #a%rol 'basi"ally #i"+e%in20 o!%si&e 1@s $a"%ory= in%ii&a%in2
anyone who wan%e& %o wor+ %here.
1. Wha% was in%ii&a%ion?
i. So"ial in%ii&a%ion:%hrea%enin2 no% %o asso"ia%e wi%h #eo#le= e%".
ii. I#lie& .iolen"e
iii. Inhibi%in2 #eo#le@s en%ry
B. Iss!e6 Di& Ds@ a"%ions in%er$ere wi%h 1@s ri2h% %o $reely "on%ra"% wi%h e#loyees?
3. ;here was a #reliinary inA!n"%ion a2ains% Ds %o s%o# %he $ro #a%rollin2 be"a!se i% was
in%er$erin2 wi%h 1@s b!siness= an& %he #a%rol i%sel$ was a $or o$ in%ii&a%ion or %hrea%.
D. ;he $inal inA!n"%ion iss!e& by %he "o!r% sai& %hey "o!l& #a%rol= b!% "o!l& no% #hysi"ally
in%er$ere wi%h #eo#le %ryin2 %o 2e% in or in%ii&a%e %he in any way.
9. Allen 'aAori%y06
1. ;he #a%rol was !nlaw$!l in%er$eren"e wi%h 1@s ri2h%s= so %he ori2inal #reliinary
inA!n"%ion sho!l& s%an&.
i. I% &oesn@% a%%er i$ %he %hrea% is #hysi"al or no%. >ere in%ii&a%ion is eno!2h.
F. Holmes (dissenting): (NOTE: This dissent became sort o the canon or labor la!)
1. The "reliminar# in$unction !as too broad.
%. &to""ing the "atrol altogether !ould inhibit social intercourse.
'. Furthermore t!o men "atrolling does not necessaril# conve# a threat o orce.
(. There !as an absence o bodil# harm so there !as no tort "resent.
). The "olic# o allo!ing ree com"etitions $ustiies the intentional inlicting o
tem"oral damage* including the damage o intererence !ith a man+s business
b# some means* !hen the damage is done* not or its o!n sa,e* but as an
instrumentalit# in reaching the end o victor# in the battle o trade.
-. The mar,et should do its o!n !or,* !ithout the intererence o the courts.
II. Plant v. Woods '1,0006
A. D !nion was %ryin2 %o s%o# 1 !nion $ro 2e%%in2 Aobs. 1= %he lo"al !nion= ha& $orerly been
asso"ia%e& wi%h D= b!% wi%h&rew ( years #rior.
1. D was "a!sin2 %ro!ble $or "o#anies who e#loye& 1 !nion@s #eo#le. ;hey were
no% !sin2 .iolen"e. ;hey were %ellin2 e#loyers %ha% 1@s #eo#le were no% a"%!ally
!nion= an& were #oli%ely as+in2 %he e#loyers %o ha.e 1@s #eo#le reAoin D@s !nion.
9#loyers %ho!2h% %ha% D was 2oin2 %o "a!se s%ri+es in %he e#loyers@ sho#s= an&
"a!se %ro!ble.
B. >aAori%y 2ran%e& inA!n"%ion a2ains% D.
1. Fel% %ha% D@s a"%ions were in%olerable an& in"onsis%en% wi%h %he s#iri% o$ o!r laws.
%. ;ho!2h% %ha% a wor+er .s. wor+er "on$li"% was
'. Sai& in&i.i&!als ha.e ri2h%s %o enAoy %he bene$i%s o$ %heir s+ills= an& D !nion %ryin2 %o
"oer"e 1s in%o Aoinin2 %heir !nion i#in2es on %ha% ri2h%.
i. ;hey %ho!2h% i% ao!n%e& %o eB%or%ion.
3. 5oles '&issen%in206
1. Sai& Ds a"%ions were A!s%i$ie&.
%. D sho!l& ha.e %he ri2h% %o s%ren2%hen %heir !nion %o be%%er $or%i$y %heir bar2ainin2
#ower.
'. Uni%y o$ or2ani<e& labor is essen%ial.
III. Or2ani<a%ional Beha.ior 1roble6 Free .iding
A. 1!bli" 2oo&s6
1. 7oo&s #ro.i&e& by 2ro!# %o all ebers o$ %he 2ro!#= an& whi"h "an sel&o be
#ro.i&e& e$$i"ien%ly by %he ar+e% 'e.2.= 2o.ernen% #ro.ision o$ na%ional &e$ense=
#oli"e= s%ree% li2h%in2= e&!"a%ion= e%".0
B. 1roble6 We all wan% #!bli" 2oo&s= b!% $ew o$ !s .o%e= #ar%i"i#a%e in 2o.ernen% an&= i$ no%
"oer"e&= har&ly anyone wo!l& #ay %aBes.
1. ;here is an in"en%i.e %o &o no%hin2= b!% s%ill bene$i% $ro #!bli" 2oo&s.
3. >an"!r Olson6 CI$ %he ebers o$ a lar2e 2ro!# ra%ionally see+ %o aBii<e %heir #ersonal
wel$are= %hey will no% a"% %o a&.an"e %heir "oon in%eres% !nless %here is "oer"ion $or %he
%o &o so= or !nless soe se#ara%e in"en%i.e is o$$ere& %o %he ebers o$ %he 2ro!#.D
D. 1eo#le wan% %he bene$i%s o$ labors= wi%ho!% %he hassles= so soe "oer"ion is nee&e&.
I/. Ano%her #roble6 ;he Ciron rule o oligarch#0
A. On"e %he or2ani<a%ion is born= an& i%s lea&ers are es%ablishe&= %hen %he lea&ers are i#osin2
%heir will o.er e.eryone else= an& %he ori2inal 2oals o$ %he !nion are $r!s%ra%e&.
B. Rober% >i"hels6 CI% is or2ani<a%ion whi"h 2i.es bir%h %o %he &oina%ion o$ %he ele"%e& o.er
%he ele"%ors.D
3. Oli2ar"hies are ine.i%able be"a!se lea&ers ha.e6
1. S!#erior +nowle&2e
%. 3on%rol o.er %he $oral eans o$ "o!ni"a%ion
'. Basi"ally all %he #ower
The 1nti2Trust 3a!s and the 3abor In$unction
I. &herman 1ct '1-,006
A. An%i-ono#oly s%a%!%e !se& a2ains% !nions an& b!siness.
1. Was aie& a2ains% lar2e "or#ora%e ono#olies= b!% !se& a2ains% !nions as well.
2. 3o!l& be !se& a2ains% any "on%ra"% or "ons#ira"y %ha% in%er$ere& wi%h in%ers%a%e
"oer"e.
B. Se"%ion 16
1. 9.ery "on%ra"%= "obina%ion in %he $or o$ %r!s% or o%herwise= or "ons#ira"y= in
res%rain% o$ %ra&e or "oer"e aon2 %he se.eral S%a%es= or wi%h $orei2n na%ions= is
&e"lare& %o be ille2al.
3. U.S. v. Debs '1-,406 A%%orney 7eneral bro!2h% "ase !sin2 Sheran A"% an& o%her laws
&!rin2 %he 1!llan s%ri+es a2ains% a !nion= an& one lea&er 'Debs0 wen% %o Aail.
D. Loewe v. Lawlor '1,0-06 S3 &e%erine& %ha% %he Sheran A"% a##lie& %o labor !nions=
in"l!&in2 inA!n"%ion an& %reble &aa2es.
1. 3ase "os% E400=000 %o %he AFL= lea&in2 i% %o "all all i%s ebers %o &ona%e one ho!r
o$ wa2es %o #ay $or $ine.
9. Coronado Coal v. United Mine Workers '1,2)06
1. 4iolen% s%ri+e:&ynai%e was #la"e& %o blow !# ine.
2. 9#loyer %rie& %o 2e% %reble &aa2es.
(. 3o!r% ori2inally sai& %here was no $e&eral 2o.ernen% in%eres%:lo"al "o!r%s sho!l&
han&le i%.
i. ;hen e#loyer bro!2h% e.i&en"e %ha% %he obAe"%i.e o$ %he !nion was %o s%o#
%he $low o$ non-!nion "oal an& %o $iB %he ra%e a% !nion ra%es.
4. S3 %hen re"o2ni<e& %ha% in%ers%a%e "oer"e was a$$e"%e&= so i% a##lie& !n&er
Sheran A"%.
II. 4la#ton 1ct6
A. Fe&eral an%i%r!s% s%a%!%e.
B. Fo lon2er a##lies %o labor law= b!% "on%ains rele.an% iss!es re2ar&in2 se"on&ary boy"o%%s.
3. Duplex Printing Presses Co.6 >i"hi2an >a"hinis%s who wor+e& on D!#leB@s #rin%in2 #resses
%rie& %o 2e% i%s ebers an& s!##or%ers %rans#or%in2 e#loyer@s 2oo&s '#rin%in2 #resses0 %o
Few Gor+ news#a#ers %o s%o# &oin2 so= in soli&ari%y wi%h %heir re"o2ni%ion "a#ai2n $or a
C"lose& sho#.D
1. ;hey wan%e& %he e#loyer %o only hire !nion ebers.
2. 3o!r% $o!n& %ha% a Csy#a%hy s%ri+eD is no% a #ea"e$!l an& law$!l a"%i.i%y !n&er
Se"%ion 20 o$ %he 3lay%on A"%.
i. Basi"ally yo! "an@% 2e% o%her #eo#le in.ol.e& %o %ry %o a"hie.e yo!r eans.
ii. ;he e#loyees in Few Gor+ ha& no%hin2 %o &o wi%h %his &is#!%e= so %hey are
no% #ro%e"%e& by 3lay%on. 3lay%on only "o.ers %hose #eo#le wi%hin %he
e#loyer8e#loyee rela%ionshi#.
(. ;he A"% res%ri"%s %he iss!an"e o$ an inA!n"%ion a2ains% "er%ain s#e"i$ie& "on&!"% only
when %hose a"%s are "oi%%e& by #ar%ies in.ol.e& in a &is#!%e "on"ernin2 %he %ers
an& "on&i%ions o$ e#loyen% an& si#ly by e#loyers an& e#loyees in 2eneral.
i. So was %his &e"i&e& in"orre"%ly?
a. Fo% really= be"a!se %he 3o!r% was A!s% narrowin2 %he brea&%h o$ %he
3lay%on A"% %o ean %ha% e#loyees "o!l& only %a+e a"%ion a2ains%
%heir e#loyers.
III. A$%er Sheran an& 3lay%on= !nion a"%i.i%y "o!l& be "hallen2e& %hro!2h6
A. 3oon law "o!r%s@ eH!i%y #ro"ee&in2s
1. >eans were .iolen%
2. Or obAe"%i.es were o%herwise ille2al '.iola%ion o$ in&i.i&!al "on%ra"%!al ri2h%s0
B. I$ !nions en2a2e& in se"on&ary a"%i.i%y= $e&eral "o!r%s "o!l& '!n&er Sheran A"%06
1. Iss!e inA!n"%ions a% %he reH!es% o$ A7
2. I#ose "riinal san"%ions a% %he reH!es% o$ A7
(. 1ri.a%e #ar%ies "o!l& s!e $or %reble &aa2es
I4. 5is%ori"al no%e6 A% %his %ie= !nions were rela%i.ely new= as were %heir e%ho&s.
/. 5rimar# vs. &econdar# 1ctivit#:
A. 1riary A"%i.i%y6
1. 9#loyees s%ri+in2 a2ains% %heir an!$a"%!rer e#loyer
B. Se"on&ary A"%i.i%y6
1. 9#loyees #i"+e%in2 re%ail lo"a%ion %ha% sells an!$a"%!rer e#loyer@s 2oo&s
2. Us!ally no% allowe&.
3. ;hese %y#es o$ iss!e are .ery $a"%-s#e"i$i"= so #ay "lose a%%en%ion %o %he.
4I. 5y#o6
A. 1a#er wor+ers in OR are s%ri+in2 %heir own e#loyer #ea"e$!lly in OR.
1. Wha% "oon law ree&ies &oes %he e#loyer ha.e?
i. An inA!n"%ion "laiin2 %ha% %hey are .iola%in2 in&i.i&!al "on%ra"%!al ri2h%s.
2. Wha% abo!% !n&er $e&eral law?
i. ;hey wo!l& ha.e %o asser% %ha% %he s%ri+e was an !n$air "o#e%i%ion iss!e
!n&er %he Sheran an& 3lay%on A"%s:ha.e %o show %ha% %hey are a%%e#%in2
%o $iB %he #ri"e o$ #a#er a% !nion #ri"es.
B. Wha% i$ %he s%ri+e 2e%s .iolen%?
1. 3oon law ree&ies6
i. 3o!l& 2e% an inA!n"%ion "laiin2 %ha% %he eans were .iolen%.
ii. 3o!l& also "lai %ha% %hey were .iola%in2 in&i.i&!al "on%ra"%!al ri2h%s.
2. Fe&eral law ree&ies6
i. S%ill ha.e %o $in& %he in%ers%a%e "oer"e #roble
4II. 6eans Test6
A. Re2ar&less o$ why e#loyees were s%ri+in2= i$ .iolen"e bro+e o!% on %he #i"+e% line= %he
#i"+e%in2 "o!l& be enAoine&.
4III. Ob$ectives Test6
A. 7enerally an e#loyer "o!l& "o#lain %ha% e#loyees@ s%ri+e was .iola%in2 in&i.i&!als@
ri2h%s %o "on%ra"%.
B. 3o!r%s &e"i&e& a""or&in2 %o %heir .iews o$ so"ial an& e"onoi" #oli"y whe%her %he
e#loyees@ &ean&s A!s%i$ie& %heir "obinin2 %o in$li"% inA!ry on an e#loyer.
I7. 8ello! 9og 4ontracts:
A. 3on%ra"% where e#loyee #roise& no% %o Aoin a !nion &!rin2 %he #erio& o$ his e#loyen%
I. 1roble o$ yellow-&o2 "on%ra"%s6
A. Di&n@% 2i.e !nions a "han"e %o 2ain a s%ron2hol& $or bar2ainin2 #ower.
B. it!h"an Coal # Coke Co. v. Mit!hell6
1. S3 !#hel& %he iss!an"e o$ an iss!an"e o$ an inA!n"%ion a2ains% !nion or2ani<ers
see+in2 %o #ers!a&e e#loyees who ha& si2ne& Cyellow-&o2 "on%ra"%sD %o Aoin a
!nion.
2. ;his wo!l& be in%er$erin2 wi%h an e#loyer@s ri2h% %o "on%ra"%.
(. ;his &e"ision 2a.e e#loyers a #ower$!l %ool %o +ee# !nions o!%.
7I. Ob$ections to $udicial intervention into labor dis"utes:
A. ;he 2ran% or &enial o$ an inA!n"%ion bore no rela%ion %o %he eri%s o$ %he !n&erlyin2 so"ial an&
e"onoi" &is#!%e= an& %he "o!r%s "o!l& &o no%hin2 abo!% %he basi" in&!s%rial #robles
s%ein2 $ro %he wor+ers@ &i$$i"!l%ies in $in&in2 a #la"e in %he new in&!s%rial worl&.
1. 9.2.= in Duplex "ase= %he "o!r%s ne.er inH!ire& abo!% wa2es or %he wor+in2
"on&i%ions= so %hey weren@% 2e%%in2 a% %he real #roble.
B. ;he eans o$ %he e#loyees@ a"%ions ay ha.e been "a!se& by e#loyers@ a"%ions.
1. S%ri+e brea+ers s%ar%in2 %he .iolen"e= e.2.
3. While "o!r%s s!22es%e& !nion or2ani<a%ion an& "olle"%i.e bar2ainin2 was %he sol!%ion=
A!&i"ial in%er.en%ion whi"h "!r%aile& a"%i.i%ies on %he #ar% o$ or2ani<e& e#loyees %en&e& %o
%hwar% %he s#rea& o$ "olle"%i.e bar2ainin2.
D. When %he "o!r%s a##lie& %he obAe"%i.es %es%= %hey seee& %o ha.e a &o!ble s%an&ar&:ore
lenien% $or "or#ora%ions= an& s%ri"%er $or !nions.
1. 3or#ora%ions "o!l& "obine %o in"rease %heir bar2ainin2 #ower= b!% #eo#le "o!l&n@%
.ia !nions.
9. 1ro"e&!ral obAe"%ions6
1. 3or#ora%ions "an 2e% an ex parte #reliinary inA!n"%ion base& only on %heir e.i&en"e=
wi%ho!% hearin2 %he !nion@s si&e o$ %he s%ory.
i. ;his was eno!2h %o %hwar% an or2ani<in2 "a#ai2n be$ore %hey e.er 2o% %o
%he hearin2 abo!% i%.
2. ;hose e#loyees who en2a2e& in .iolen"e were "i%e& $or "on%e#% o$ "o!r% ins%ea&
o$ bein2 #rose"!%e& $or brea"hes o$ #ea"e or soe o%her "riinal s!i%.
i. 5e was %rie& by %he sae A!&2e who iss!e& %he #reliinary inA!n"%ion an&
&i& no% 2e% a %rial by A!ry.
F. Iss!es wi%h A!&i"ial a&inis%ra%ion6
1. Labor "ases %!rne& on so"ial an& e"onoi" #oli"y %ha% sho!l& be &e%erine& by %he
Le2isla%!re= no% %he "o!r%s.
i. ;his $os%ere& &is%r!s% in %he "o!r% sys%e by %he !nions 2e%%in2 s"rewe&.
3egislative and 4onstitutional 5rotections:
I. Norris23a:uardia 1ct:
A. 9na"%e& in 1,(2 in res#onse %o %he an%i-inA!n"%ion sen%ien%.
B. Basi"ally hal%e& %he !se o$ "o!r% inA!n"%ions %o s%o# s%ri+es.
3. Forris La7!ar&ia A"% was a 2eneral #rohibi%ion a2ains% e#loyers see+in2 inA!n"%ions
1. >any s%a%es ha.e CbabyD La7!ar&ia A"%s
II. ;he Sheran A"% ReeBaine&6
A. Al%ho!2h a% $irs% i% was !se& %o 2ran% eH!i%able relie$ %o e#loyers $ro wha% %hey los% &!e %o
s%ri+es= "o!r%s be2an in%er#re%in2 i% as no% a##li"able %o s%ri+es %o in"rease wa2es a%
an!$a"%!rin2 #lan%s= e.en %ho!2h i% &i& a$$e"% in%ers%a%e "oer"e.
1. 3o!r%s r!le& %ha% i% &i& no% ha.e a s!$$i"ien% rela%ionshi# %o %he "oer"e %o a##ly.
B. $pex osier% Co. v. Leader '1,4006
1. 1 an!$a"%!re& hosiery %ha% was &is%rib!%e& in in%ers%a%e "oer"e. ;hey s!e& D
!nion 'who ha& - ebers wor+in2 in D@s $a"%ory %ha% "on%aine& 2)00 wor+ers0 %o
re"o.er %reble &aa2es !n&er %he Sheran A"% "a!se& by D@s s%ri+e %o a+e 1 a
"lose& sho#.
i. D $or"ibly sei<e& an& o""!#ie& 1@s #lan% $or / wee+s= &!rin2 whi"h D@s
ebers &aa2e& #ro#er%y an& eH!i#en%.
2. Iss!e6 Does %he Sheran A"% a##ly= e.en %ho!2h %he e$$e"% wasn@% 2rea% on o.erall
in%ers%a%e "oer"e?
(. S3 sai&6
i. ;he 2oal o$ %he Sheran A"% was %o s%o# ono#olies= no% !nion s%ri+es.
ii. ;here was no% a substantial eno!2h i#a"% on %he $ree-$low "o#e%i%i.e
"a#i%alis% ar+e% or on "o#e%i%ion:i% only a$$e"%e& less %han (* o$ %he
hosiery e"onoy.
a. O%herwise= any s%ri+e a"%ion "o!l& be enAoine& !n&er %he Sheran
A"%.
b. B!% wha% is s!bs%an%ial?
1. Is i% A!s% ar+e% shares or &oes i% &e#en& on %he i#or%an"e
o$ wha% is bein2 #ro&!"e&?
iii. 1 union can be liable under Sherman (for treble
damages) if the plaintif proves that the unions
actions actually had a substantial efect on
competition, or at least had the intent to have such an
impact.
a. ;here was also no in%en% %o a$$e"% %he ar+e%:%he in%en% was %o a+e
%he $a"%ory a "lose& sho#.
4. J!es%ions6
i. So will all se"on&ary-boy"o%% a"%i.i%y be i!ne $ro an%i%r!s% liabili%y?
a. S%ill &e#en&s on whe%her %here is a s!bs%an%ial eno!2h i#a"% on
"o#e%i%ion.
III. ;he a##li"a%ion o$ %he Forris-La7!ar&ia A"%6
A. US v. ut!heson '1,4106
1. 3on$li"% be%ween "ar#en%er an& a"hinis% !nions:"ar#en%er !nion s%ri+es be"a!se
"o#any was 2i.in2 %heir wor+ %o a"hinis%s.
2. A%%orney 7eneral wan%e& %o #rose"!%e 4 !nion lea&ers !n&er %he Sheran A"%
'"riinal "har2es0.
(. Iss!e6 3o!l& %he Sheran A"% be !se& in a "riinal "ase a2ains% a !nion?
4. 5ol&in26
i. A7 "o!l& no% brin2 a "riinal "ase a2ains% a !nion.
ii. 5ur"ose o Norris23a:uardia !as to disable the 1: and the ;&
government rom "rosecuting unions criminall#.
iii. So i$ yo! "an@% &o any%hin2 "i.illy %o %he !nion= how "o!l& yo! %hen be able
%o $ile "riinal "har2es?
). Forris-La7!ar&ia A"%= Se". 26
i. Doesn@% "learly #rohibi% %he US 2o.ernen% $ro #rose"!%in2 !nions= b!% i%
is 2i.in2 !nions a lo% o$ ri2h%s= so %he Sheran A"% an& 3lay%on A"% !s% be
in%er#re%e& in li2h% o$ %ha%.
B. &urlington 'orthern ((. Co. v. &rotherhood o) Maintenan!e o) Wa% *"plo%ees '1,-/06
1. ;nder the Norris23a:uardia 1ct* secondar# bo#cotts !ere "rotected and could
not be en$oined.
3. 1roble 1= #2 ??6 +a!ksonville &ulk ,er"inals- .n!. v. .nternational Longshore"en/s $ssn6
i. 4ourt held that I31+s "oliticall# motivated stri,e could not be en$oined.
D. 'orthwest $irlines Corp. v. $sso!iation o) 0light $ttendants 'S!##leen%= #2. 106
i. Airline was ban+r!#%= an& "o!r% se% %ers $or $li2h% a%%en&an%s= whi"h %hey
$o!n& %o be ins!$$i"ien%= so %hey wen% on s%ri+e.
ii. 3o!r% r!le& %ha% %hey "o!l&n@% &o so.
iii. The .ail!a# 3abor 1ct covers both rail!a# and airline !or,ers.
I4. Labor A"%i.i%y an& %he 3ons%i%!%ion6
A. ,hornhill v. $laba"a6
1. AL ha& an an%i-#i"+e%in2 s%a%!%e. 1 was "on.i"%e& o$ .iola%in2 %ha% s%a%!%e.
2. Iss!e6 Is %his s%a%!%e "ons%i%!%ional= or &oes i% .iola%e %he 1s% an& 14%h aen&en%s?
(. 5ol&in26
i. I% &oes .iola%e $ree&o o$ s#ee"h= whi"h in"l!&es "o#lainin2 o$ wor+.
ii. ;here$ore %he s%a%!%e is in.ali&.
4. When wo!l& %he lii% on $ree&o o$ s#ee"h be "ons%i%!%ional?
i. I$ %here is a "lear an& #resen% &an2er= yo! "o!l& A!s%i$y a lii% on $ree&o o$
s#ee"h.
National 3abor .elations 1ct (N3.1):
I. The <agner 1ct (1=')):
A. >os% i#or%an% se"%ion o$ %he a"%
B. 1rior his%ory6
1. ;he .ail!a# 3abor 1ct '1,2?0
a. Fe2o%ia%e& by railways an& !nions be$ore i% was #asse&= so bo%h si&es #re%%y
!"h a2ree& on i%.
b. 3rea%es a&A!s%en% boar&s= 2rie.an"e #ro"e&!res= e%".
!. S%ill a##lies %o railway an& airline e#loyees.
C. N3.1 &ection >:
1. 9#loyees shall ha.e %he ri2h% %o sel$-or2ani<a%ion= %o $or= Aoin= or assis% labor
or2ani<a%ions= %o bar2ain "olle"%i.ely %hro!2h re#resen%a%i.es o$ %heir own "hoosin2=
an& %o en2a2e in o%her concerted activities $or %he #!r#ose o$ "olle"%i.e bar2ainin2
or o%her mutual aid or "rotection.
D. N3.1 &ection ?(a): It shall be an unair labor "ractice or an em"lo#er22
1. '106 %o in%er$ere wi%h= res%rain= or "oer"e e#loyees in %he eBer"ise o$ %he ri2h%s
2!aran%ee& in se"%ion /
2. '206 %o &oina%e or in%er$ere wi%h %he $ora%ion or a&inis%ra%ion o$ any labor
or2ani<a%ion or "on%rib!%e $inan"ial or o%her s!##or% %o i%
3. '(06 %o &is"riina%e in re2ar& %o hire or %en!re o$ e#loyen% or any %er or
"on&i%ion o$ e#loyen% %o en"o!ra2e or &is"o!ra2e ebershi# in any labor
or2ani<e&.
. '406 %o &is"har2e or o%herwise &is"riina%e a2ains% an e#loyee be"a!se he has $ile&
"har2es or 2i.en %es%iony !n&er %his A"%
!. ')06 %o re$!se %o bar2ain "olle"%i.ely wi%h %he re#resen%a%i.es o$ his e#loyees=
s!bAe"% %o %he #ro.isions o$ se"%ion ,'a0.
E. 'L(& V. Washington $lu"inu" Co.- 123 U.S. 4 564789 pg129
1. 3ol& &ay bal%iore= $!rna"e bro+en &ay be$ore= ee@s "o#lain 'no $oral "o#lain%0
2. FeB% &ay .ery "ol& Forean re"oen&s all lea.e= b!% 1
3. All wor+ers are $ire&= Boar& $o!n& "on&!"% was concerted activit# "rotected b# @>
o the N3.1
a. A*"plo%ees shall have the right:::to engage in. !on!erted a!tivities )or the
purposes o) !olle!tive bargaining or other "utual aid or prote!tion- ; an&
%ha% %he &is"har2e o$ %hese wor+ers ao!n%e& %o an !n$air labor #ra"%i"e
!n&er K-'a0'10 o$ %he a"%= whi"h )orbids er
II. The Tat2Hartle# 1ct '1,4/06
A. By %his %ie= !nions ha& 2rown iensely.
B. ;here was now a ore "onser.a%i.e 3on2ress an& "on"erns abo!% #robles !nions were
"a!sin2.
1. Se"on&ary boy"o%%s were !"h %oo #ower$!l %ools in %he han&s o$ lar2e !nions.
2. 3lose& sho#s "a!se& #robles:"er%ain e%hni" 2ro!#s &oina%e& "er%ain !nions= an&
%hey wo!l&n@% le% o%hers in.
3. La"+ o$ !nion &eo"ra"y.
C. Re.erse& ut!heson
D. IllegaliBed secondar# bo#cotts* $urisdictional stri,es over !or, assignments* stri,es to
com"el an em"lo#er to commit some unair labor "ractices* such as discharging an
em"lo#ee or belonging (or not belonging) to a "articular union* violence and
intimidation
E. Included the right to not $oin unions (mentioned in section > above)
F. Outla!ed closed sho"* but "ermitted some orm o union sho" (could choose to not $oin
union* but still had to "a# them something)
G. 5rohibited unioniBation o man# su"ervisor# $obs* such as oremen.
III. The 3andrum2:riin 1ct '1,),06
A. 3lose& soe loo#holes re2ar&in2 se"on&ary boy"o%%s
B. 1rohibi%s $irin2 e"onoi" s%ri+ers.
C. Bans ho% "ar2o #ro.isions6
1. Agreements between a union and an employer stating that the
employer will not make business with a company that the union has
some sort of dispute buy its goods, contract for its services, etc.
I/. 1ro"e&!res o$ %he FLRB6
A. FLRA Se"%ion 2'206
1. ;he %er Ce#loyerD in"l!&es any #erson a"%in2 as an a2en% o$ an e#loyer= &ire"%ly
or in&ire"%ly= b!% shall no% in"l!&e %he US or any wholly owne& 7o.ernen%
"or#ora%ion= or any Fe&eral Reser.e Ban+= or any S%a%e or #oli%i"al s!b&i.ision
%hereo$= or any #erson s!bAe"% %o %he Railway Labor A"%L
B. Only "o.ere& i$6
1. I$ i%@s a re%ail es%ablishen% an& i% a+es ore %han E)00=000 in 2ross .ol!e.
2. I$ i% is no% a re%ail es%ablishen%= i% !s% a+e E)0=000 in ann!al o!%$low or in$low as
a res!l% o$ in%ers%a%e lin+a2e
C. 3o.ere& e#loyees6
1. Ille2al ii2ran%s 'b!% %hey "an@% 2e% ba"+ #ay0
D. Fo% "o.ere&6
1. S!#er.isors
2. A2ri"!l%!ral wor+ers
3. In&e#en&en% "on%ra"%ors
. "on$i&en%ial e#loyees
/. &tandard o revie! o an administrative agenc#+s (i.e.* N3.C+s) decision:
A. T!o2"art test:
1. Has 4ongress directl# s"o,en to the "recise issueD
a. I #es* no other EuestionsFdo !hat 4ongress eG"ressl# said to do.
b. I no* loo, at !hether the inter"retation o the statute !as "ermissible.
i. Not arbitrar# or ca"ricious.
&tructure o the N3.C:
I. ;a+e-away #oin%6
A. 5i2hes% le.el #osi%ions are a##oin%e&= b!% os% o$ %he wor+ is &one by !n&erlin2s.
II. Fi.e-eber boar& in D3 'a##oin%e& by 1resi&en%0.
A. Boar& ebers an& %heir le2al assis%an%s
B. 9Be"!%i.e se"re%ary
3. Soli"i%or
III. O$$i"e o$ %he 7eneral 3o!n"il 'also a##oin%e& by 1resi&en%0
A. Di.ision o$ O#era%ions >ana2een%
B. Di.ision o$ A&.i"e
3. O$$i"e o$ A##eals
D. Di.ision o$ 9n$or"een% Li%i2a%ion
I4. )1 re2ional o$$i"es an& a&&i%ional s!b-re2ional an& resi&en% o$$i"es.
4. Un$air Labor 1ra"%i"es 1ro"e&!res6
A. Filin2 o$ a "har2e
B. Re2ional o$$i"e in.es%i2a%ion
1. Boar&@s or&ers are no% sel$-eBe"!%in2. ;he 3o!r% o$ A##eals !s% si2n %he.
3. Iss!an"e o$ a "o#lain%
D. Se%%leen% ne2o%ia%ions
1. >os% "ases en& here
9. 5earin2 be$ore an a&inis%ra%i.e law A!&2e
F. De"ision by %he $i.e-eber boar&
7. M!&i"ial re.iew in %he US 3o!r%s o$ A##eals.
4I. ;y#es o$ Re#resen%a%ion 3ases '&eal wi%h 2e%%in2 a !nion "er%i$ie& as %he eB"l!si.e re#resen%a%i.e o$
e#loyees0
A. Re#resen%a%ion ele"%ions6
1. Do %he e#loyees wan% !nion re#resen%a%ion? I$ ore %han one !nion "on%es%in2=
whi"h one?
i. 5o% iss!e
B. De"er%i$i"a%ion 9le"%ions6
1. Do e#loyees "!rren%ly re#resen%e& by a !nion no lon2er &esire !nion
re#resen%a%ion?
i. 5a##ens a lo% when ano%her !nion is %ryin2 %o or2ani<e %he sae e#loyees.
3. Dea!%hori<a%ion 9le"%ions6
1. Do e#loyees re#resen%e& by a !nion wish %o wi%h&raw %heir !nion@s a!%hori%y %o
en%er in%o a "on%ra"% wi%h %heir e#loyer reH!irin2 %he %o #ay !nion &!es as a
"on&i%ion o$ e#loyen%?
i. Fo% %ha% "oon
The <eberian Cureaucrac#:
I. >aB Weber is %he $a%her o$ so"iolo2y
II. B!rea!"ra%s are #ersonally $ree an& s!bAe"% %o a!%hori%y only wi%h res#e"% %o %heir i#ersonal o$$i"e
obli2a%ions.
III. Or2ani<e& hierar"hi"ally
I4. 9a"h o$$i"e has i%s own le2al "o#e%en"e 's#e"iali<a%ion0.
4. Free "on%ra"%!al rela%ionshi# o$ e#loyen%.
4I. 3an&i&a%es !s% be sele"%e& $or %e"hni"al H!ali$i"a%ions= %hro!2h eBa or s#e"ial %rainin2= or bo%h.
4II. 1ai& on salary basis an& wi%h ri2h%s %o #ension 'so %hey s%ay0.
4III. O$$i"e is sole o""!#a%ion o$ in"!ben% '%o a.oi& "on$li"% o$ in%eres%0.
II. O$$i"e is %he "areer o$ %he in"!ben%= wi%h real o#%ions $or a&.an"een%.
I. O$$i"e "anno% be owne&.
II. B!rea!"ra% is s!bAe"% %o s%ri"% &is"i#line an& "on%rol.
Judicial .evie! o N3.C ;nair 3abor 5ractices (;35) 4ases:
I. Boar& "an see+ en$or"een% or&er an& en$or"een% #e%i%ion is always $iel& in "ir"!i% in whi"h UL1
o""!rre&.
II. Res#on&en% "an $or! sho# by $ilin2 $or re.iew in "ir"!i%6
A. Where UL1 o""!rre&
B. Where res#on&en% &oes b!siness 'i$ in all s%a%es= any "ir"!i%0
3. D.3. "ir"!i% 'be"a!se FLRB is in D.3.0
III. Why $or! sho##in2 i2h% be 2oo& $or yo!?
A. ?,* o$ all "ases re.iewe& are in $a.or o$ boar&= b!% "er%ain "ir"!i%s are ore Boar&-$rien&ly
'2n&0= while o%hers are ore e#loyer-$rien&ly 'D.3.0
I4. 3ir"!i% "o!r% will a""e#% %he Boar&@s $in&in2s o$ $a"% Ci$ s!##or%e& by s!bs%an%ial e.i&en"e on %he
re"or& "onsi&ere& as a whole.
4. 3ir"!i% will #ro.i&e Chevron &e$eren"e %o FLRB@s "ons%r!"%ion o$ %he s%a%!%e6
A. Di& 3on2ress s#ea+ %o iss!e?
B. I$ no%= is "ons%r!"%ion #erissible?
4I. FLRB "an al%er i%s #re"e&en%
A. 9.2.= FLRB says e#loyee in non-!nion se%%in2 has ri2h% %o re#resen%a%ion in in.es%i2a%ory
ee%in2
1. 3o!r% "o!l& say %his is a #erissible "ons%r!"%ion o$ %he s%a%!%e
i. ;hen FLRB says e#loyee in non-!nion se%%in2 &oesn@% ha.e %he ri2h%
ii. 3o!r%s "o!l& say %his is a #erissible "ons%r!"%ion o$ %he s%a%!%e.
B. When "an@% %hey al%er %he #re"e&en%?
1. I$ 3 o$ A says "ons%r!"%ion $ollows $ro !nabi2!o!s %ers o$ %he s%a%!%e= an& %he
S3 !#hol&s i%.
Judicial .evie! in .e"resentation 4ases (a,a union elections):
I. Re.iew o$ Re2ional Dire"%or@s &e"ision is 2ran%e& only when6
A. S!bs%an%ial H!es%ion o$ law or #oli"y is in.ol.e&
B. S!bs%an%ial $a"%!al iss!e is "learly an& #reA!&i"ially erroneo!s
3. 3on&!"% &!rin2 hearin2 or r!lin2 in "onne"%ion wi%h i% res!l%e& in #reA!&i"ial error
D. 3o#ellin2 reasons $or re"onsi&erin2 i#or%an% Boar& r!le or #oli"y
II. 7enerally= no A!&i"ial re.iew.
A. Only re.iewable i$6
1. 3ase #resen%e& rela%es %o an UL1 an&= %hen= re#resen%a%ion iss!e also #resen%e& %o %he
3 o$ A 're$er %o #a2e 10/-10- in %eB%0
2. O%her .ery eB"e#%ional "ases
.ights o Em"lo#ee 5rotesters under the N3.1
5rotected 4oncerted 1ctivit#
I. N3.1 &ection >: (heart o the N3.1)
A. 9#loyees shall ha.e %he ri2h% %o sel$-or2ani<a%ion= %o $or= Aoin= or assis% labor
or2ani<a%ions= %o bar2ain "olle"%i.ely %hro!2h re#resen%a%i.es o$ %heir own "hoosin2= an& %o
en2a2e in o%her concerted a"%i.i%ies $or %he #!r#ose o$ "olle"%i.e bar2ainin2 or o%her mutual
aid or "rotection.
i. 6ust be both o the ollo!ing:
2. So wha% all is in"l!&e& in Co%her "on"er%e& a"%i.i%iesD?
(. Wha% "ons%i%!%es C!%!al ai& or #ro%e"%ionD?
4. (
r&
#ron26 Fo% &one in a way %ha% hars %he 9R !nreasonably '!nA!s%i$ie& or
in&e$ensible0
B. 69 that in whi!h the lone ee intends to indu!e group a!tivit%- and 89 that in whi!h the ee a!ts
as representative o) at lease one other ee pg 137 (NLRB v. City Disposal yst!"s#
II. 9R wo!l& ar2!e6
A. no% "on"er%e&
B. no% $or !%!al ai& an& #ro%e"%ion
C. an& &one in a way %ha% hars 9R !nreasonably '!nA!s%i$ie& or in&e$ensible0
III. N3.1 &ection ?(a): It shall be an unair labor "ractice or an em"lo#er22
A. '106 %o in%er$ere wi%h= res%rain= or "oer"e e#loyees in %he eBer"ise o$ %he ri2h%s 2!aran%ee& in
se"%ion /
B. '(06 %o &is"riina%e in re2ar& %o hire or %en!re o$ e#loyen% or any %er or "on&i%ion o$
e#loyen% %o en"o!ra2e or &is"o!ra2e ebershi# in any labor or2ani<e&.
1. Are all a"%s !n&er %hese se"%ions ille2al= or &o %hey ha.e %o in%er$ere C!n&!lyD or
C!nreasonablyD or Cwi%ho!% A!s%i$i"a%ion?D
I/. There does not need to be a union s"onsoring the concerted eort or it to be "rotected.
A. Ho!ever* it must be Aconcerted0 and designed to advance the em"lo#ees+ Amutual aid or
"rotection.0
4. 'L(& v. Cit% Disposal S%ste"s- .n!. 'S3 1,-406
A. Brown= a %r!"+ &ri.er e#loye& by D= was $ire& when he re$!se& %o &ri.e a %r!"+ %ha% he
hones%ly an& reasonably belie.e& %o be !nsa$e be"a!se o$ $a!l%y bra+es.
B. 3olle"%i.e a2reeen% be%ween D an& Brown@s !nion sai& %ha% D "an@% a+e e#loyees &ri.e
!nsa$e .ehi"les when %heir re$!sal is A!s%i$ie&.
C. Iss!e6 Does Brown@s asser%ion %ha% he sho!l&n@% ha.e %o &ri.e an !nsa$e %r!"+ "ons%i%!%e a
C"on"er%e& a"%i.i%yD wi%hin Se"%ion / o$ FLRA?
D. ALM $o!n& a .iola%ion o$ Se"%ion -'a0'10= "on"l!&in2 %ha% Brown ha& en2a2e& in C"on"er%e&
a"%i.i%yD wi%hin Se"%ion /.
E. FLRB a2ree&:%wo A!s%i$i"a%ions $or re"o2ni<in2 an in&i.i&!al@s asser%ion o$ a ri2h%
2ro!n&e& in a "olle"%i.e bar2ainin2 a2reeen% as a "on"er%e& a"%i.i%y6
1. A ri2h% "on%aine& in a "olle"%i.e bar2ainin2 a2reeen% is an eB%ension o$ %he
"on"er%e& a"%ion %ha% #ro&!"e& %he a2reeen%
2. ;he asser%ion o$ s!"h a ri2h% a$$e"%s %he ri2h%s o$ all e#loyees "o.ere& by %he
"olle"%i.e bar2ainin2 a2reeen%.
F. 1n individual em"lo#ee+s reasonable and honest invocation o a right grounded in a
4C1 is concerted activit# under &ection >.
G. J!es%ion /= #2 )4)6 1 Ano raterniBation0 rule is too broad and a violation o &ection
?(a)(1). Em"lo#ees are also allo!ed to tal, to clients about this.
$. J!es%ion -6 3o#any #rohibi%ions on e#loyees &is"!ssin2 %heir "o#ensa%ion wi%h ea"h
o%her are $airly "oon= b!% %hey .iola%e %he FLRA. Why &o e#loyers s%ill ha.e %he?
1. When wor+ers s%ar% %al+in2 abo!% %heir #ay= i% raises 2r!&2es a2ains% %he e#loyer=
an& "rea%es a ore hos%ile en.ironen%.
i. ;here$ore "or#ora%e "o!n"il sho!l& ar2!e ore s%ron2ly $or %his.
/I. To be "rotected under &ection >* an act must be:
A. 4oncerted
B. Not abusive
4II. 'L(& v. + Weingarten- .n!. '1,/)06
A. 1lso considered concerted activities or mutual aid or "rotection: an em"lo#ee being
investigated reEuests to have a union re"resentative "resent or a union re"resentative
reEuests to be "resent in such a situation.
1. Denial o$ %his reH!es% is !nlaw$!l.
B. An e#loyee has Se"%ion / ri2h%s %o "all $or a !nion re# %o be #resen% a% a ee%in2 where %he
e#loyee reasonably belie.es %ha% &is"i#linary a"%ion will res!l% $ro %he ee%in2.
4III. .&M Corp. 'FLRB 200406
A. D e#loyer re$!se& 1 e#loyee@s reH!es% %o ha.e a "owor+er #resen% &!rin2 in.es%i2a%ory
in%er.iews. ;here was no !nion in.ol.e&.
B. Iss!e6 Do non-!nion e#loyees ha.e %he ri2h% %o ha.e a $ellow e#loyee #resen% a% ee%in2s
%ha% %hey reasonably belie.e will res!l% in &is"i#linary a"%ion?
C. 3on$li"%in2 FLRB 1re"e&en%s6
1. In *... DuPont # Co. '1,--0= %he Boar& &i& no% eB%en& Weingarten in a non!nioni<e&
se%%in2.
i. ( $a"%ors s!##or%in2 %his &e"ision6
a. An e#loyee re#resen%a%i.e in a non!nion se%%in2 has no obli2a%ion
%o re#resen% %he en%ire wor+$or"e= while a !nion re# &oes.
b. An e#loyee re#= as "o#are& %o a !nion re#= is less li+ely %o ha.e
%he s+ills ne"essary %o e$$e"%i.ely re#resen% %he e#loyee bein2
in%er.iewe&.
". I$ an e#loyer &e"i&es %o &is#ense wi%h an e#loyee in%er.iew an&
2o $orwar& wi%h &is"i#linary a"%ion= as i% has %he ri2h% %o &o= %he
e#loyee loses wha% is os% li+ely his only "han"e %o %ell his .ersion
o$ %he in"i&en%.
2. In *pileps% 0oundation o) 'ortheast <hio '20000= %he Boar& r!le& %ha% %he e#loyer
.iola%e& %he FLRA by &enyin2 an e#loyee@s reH!es% $or a "o-wor+er %o be #resen%.
D. 5ol&in28Reasonin26
1. Boar& &oes no% belie.e %ha% Weingarten eB%en&s %o "ases where e#loyees are no%
re#resen%e& by a !nion.
2. ;he S3 allows %he Boar& %o reeBaine i%s #re.io!s hol&in2s as %he wor+#la"e
en.ironen% ine.i%ably &e.elo#s an& "han2es.
(. Se"!ri%y "on"erns raise& by re"en% in"i&en%s o$ na%ional an& wor+#la"e .iolen"e
#ers!a&e %he Boar& %o ens!re %ha% an e#loyer "an "on&!"% i%s reH!ire& in.es%i2a%ions
in a %horo!2h= sensi%i.e= an& "on$i&en%ial anner.
4. ;his "an bes% be a""o#lishe& by #eri%%in2 an e#loyer in a non!nion se%%in2 %o
in.es%i2a%e an e#loyee wi%ho!% %he #resen"e o$ a "owor+er.
). 1oli"y reasons s!22es%e& in DuPont are e.en ore a##li"able %o&ay.
?. A "owor+er "anno% re&ress %he ibalan"e o$ #ower be%ween e#loyers an&
e#loyees.
/. ;he "ri%i"al &i$$eren"e be%ween a !nioni<e& wor+$or"e an& a non-!nion wor+$or"e is
%ha% %he e#loyer in %he non-!nion si%!a%ion "an &eal wi%h e#loyees on an
in&i.i&!al basis.
-. ;he #resen"e o$ a "owor+er ay "o#roise %he "on$i&en%iali%y o$ in$ora%ion.
,. Epil!psy Foun%ation reversed. Non2union em"lo#ers have no dut# to accede to
re"resentation in a meeting.
E. 3on"!rrin26
1. When si2nin2 a "olle"%i.e a2reeen%= a !nion e#loyer $or$ei%s %he ri2h% %o &eal wi%h
e#loyees on an in&i.i&!al basis. Fon-!nion e#loyers &o no% $or$ei% %his ri2h%= so
%he law sho!l& no% be able %o $or"e %he %o &o so.
i. Sees li+e a s%ron2er ar2!en% %han %he aAori%y@s #oli"y ar2!en%s= b!%
&oes i% ha.e any basis in $a"%?
F. Dissen% '#robably bes% o#inion06
1. Wha% &oes in"rease& wor+#la"e .iolen"e ha.e %o &o wi%h ha.in2 a "owor+er #resen%
a% an in%er.iew?
i. A ore i#or%an% "han2e in %he wor+#la"e is %he $a"% %ha% ,0* o$ all wor+ers
are no% !nioni<e&.
2. ;he ri2h% %o re#resen%a%ion= e.en in non-!nion se%%in2s is 2ro!n&e& in Se"%ion /.
(. A reH!es% $or %he assis%an"e o$ a $ellow e#loyee is "learly "on"er%e& a"%i.i%y.
4. ;he #oli"y "onsi&era%ions are irrele.an%:Se"%ion / ri2h%s &o no% %!rn on ei%her %he
s+ills or o%i.es o$ %he e#loyee@s re#resen%a%i.e.
). ;here is no #roo$ %ha% a !nion re# will #reser.e "on$i&en%iali%y be%%er %han a non-
!nion one.
?. 3ases where %he ri2h% %o re#resen%a%ion #resen%s le2i%ia%e "on"erns sho!l& be
a&&resse& on a "ase-by-"ase basis.
/. *pileps% 0oundation was &e"i&e& "orre"%ly.
G. J!es%ion ?= #2 )?(6 No reEuirement to have a union re" "resent !hen it is merel# a
meeting to tell em"lo#ee that he is ired.
II. *astex- .n!. v. 'L(& '1,/-06
A. 9#loyees o$ 1 wan%e& %o &is%rib!%e a !nion newsle%%er in nonwor+in2 areas o$ 1@s #ro#er%y
&!rin2 nonwor+in2 %ie !r2in2 e#loyees %o s!##or% %he !nion. Le%%er re2ar&e& $e&eral
ini! wa2e an& o%her s%!$$ %ha% &i& no% &ire"%ly rela%e %o 1. 1 re$!se& %o allow %he
&is%rib!%ion.
B. Iss!e6
1. Is %his %y#e o$ ri2h% #ro%e"%e& !n&er %he FLRA?
2. I$ so= &oes %he $a"% %ha% %he a"%i.i%y %a+es #la"e on 1@s #ro#er%y 2i.e rise %o a
"o!n%er.ailin2 in%eres% %ha% o!%wei2hs %he eBer"ise o$ Se"%ion / ri2h%s in %ha%
lo"a%ion?
C. 1 "laie& %ha% be"a!se %he newsle%%er was no% &ire"%e& a% "on&i%ions in %he wor+#la"e o.er
whi"h %he e#loyer ha& "on%rol= i%s &is%rib!%ion was no% $or %he C!%!al ai& an& #ro%e"%ionD
o$ %he e#loyees !n&er Se"%ion /.
D. 5ol&in28Reasonin26
1. S3 $o!n& $or %he e#loyees ri2h% %o &is%rib!%e.
2. Any e#loyees are "o.ere& !n&er Se"%ion /N i% &oesn@% ha.e %o be e#loyees o$ a
#ar%i"!lar e#loyer.
i. 9#loyees &on@% ha.e !se only %he ie&ia%e e#loyee-e#loyer
rela%ionshi# as a eans %o see+ i#ro.een% on %ers an& "on&i%ions o$
e#loyen%.
'. The Amutual aid and "rotection0 clause "rotects em"lo#ees rom retaliation b#
their em"lo#ers !hen the# see, to im"rove !or,ing conditions through resort to
administrative and $udicial orums* and em"lo#ees+ a""eal to legislators to
"rotect their interests as em"lo#ees are !ithin the sco"e o this clause.
i. I this activit# !asn+t covered* it !ould leave em"lo#ees o"en to
retaliation or much legitimate activit# that could im"rove their lots as
em"lo#ees.
(. 1ctivities or mutual aid and "rotection include activities outside the em"lo#er2
em"lo#ee relationshi"* as long as the "ur"ose o the activit# can be vie!ed as
urthering em"lo#ee interests more generall#.
). 9#loyer &i&n@% show how lea$le%in2 on %hose iss!es a$$e"%e& i%s #ro#er%y ri2h%s.
;n"rotected concerted activit#:
I. Boar& an& M!&2e-a&e Law6
A. S3 in Cit% Disposal S%ste"s in &i"%a s%a%e& %ha% C%he $a"% %ha% a"%i.i%y is "on"er%e&= howe.er=
&oes no% ne"essarily ean %ha% an e#loyee "an en2a2e in %he a"%i.i%y wi%h i#!ni%y. An
e#loyee ay en2a2e in "on"er%e& a"%i.i%y in s!"h ab!si.e anner %ha% he loses #ro%e"%ion
!n&er Se"%ion /.D
II. Em"lo#ees+ conduct that is either illegal or so undamentall# contrar# to the dictates o the
em"lo#ment relationshi" as to !arrant characteriBation as Aindeensible*0 Are"rehensible*0
Airres"onsible*0 or Adislo#al0 !ill be un"rotected under &ection >.
A. 9.2.= a !nion s%ri+in2 %o 2e% e#loyer %o $ire e#loyee %ha% is &isloyal %o %he !nion
B. >ore "oon are "ases where %he e%ho& o$ #ro%es% !%ili<e& by %he e#loyees is ille2al or
"on%rary %o %he Cs#iri%D o$ %he FLRA.
III. So i% will &e#en& on who is &e"i&in2 %he "ase be"a!se %here are no "lear 2!i&elines.
A. 1oli"y #lays a bi2 role.
1. 9"onoi" #ress!re
B. I$ %here is a 3BA wi%h a no-s%ri+e "la!se= i% will #robably be !n#ro%e"%e& i$ %hey s%ri+e.
3. 4iolen"e in %he #i"+e% line?
1. De#en&s:a "er%ain ao!n% o$ ro!2hness is eB#e"%e& in s%ri+es
D. Daa2e %o "o#any@s 2oo&s?
1. Will o$%en be "onsi&ere& in&e$ensible or re#rehensible.
I4. 'L(& v. Lo!al 6884- .&*W 5+e))erson Standard &road!asting Co.9 '1,)(06
A. Fa"%s6
1. M!ly ,= 1,4,= %he !nion be2an &aily #ea"e$!l #i"+e%in2 o$ %he s%a%ion when o$$ &!%y
an& han&in2 o!% han&bills &es"ribin2 %heir &ean&s= b!% wi%ho!% s%ri+in2.
2. A!2!s% 24= 1,4,= se.eral %e"hni"ians be2an a%%a"+in2 %he H!ali%y o$ %he "o#any@s
broa&"as%s wi%h han&bills %ha% %hey s#rea& %hro!2ho!% %he "o!ni%y %ha% a&e no
en%ion o$ %he !nion= %he labor "on%ro.ersy= or %he "olle"%i.e bar2ainin2.
(. Se#%eber (= 1,4,= %he "o#any &is"har2e& 10 %e"hni"ians who i% "har2e& wi%h
&is%rib!%in2 %he han&bills.
4. ;he !nion $ile& wi%h %he Boar& a "har2e %ha% %he "o#any ha& en2a2e& in an !n$air
labor #ra"%i"e. ;he Boar& sai& %ha% one o$ %he 2!ys ha& no%hin2 %o &o wi%h %he
han&bills an& &ean&e& he be reins%a%e&= b!% %ha% %he o%her , &i& no% nee& %o be
reins%a%e&. ;he !nion a##eale& %o %he A##ella%e 3o!r%.
B. ;he A##ella%e "o!r% rean&e& ba"+ %o %he Boar& %o &e%erine %he !nlaw$!lness o$ %he
%e"hni"ians@ a"%i.i%y.
3. S3 aAori%y6
1. ;nder &ection 1H(c) o the N3.1* ANo order o the Coard shall reEuire the
reinstatement o an# individual as an em"lo#ee !ho has been sus"ended or
discharged* or the "a#ment to him o an# bac, "a#* i such individual !as
sus"ended or discharged or cause.0
%. Ceing dislo#al to the com"an#* as these technicians is certainl# a !orth# cause.
a. 9.en i$ %here ha& been no #en&in2 labor &is#!%e= %here wo!l& ha.e been
"a!se $or &is"har2e.
i. There attac, had no relation to labor "ractices o the com"an#.
'. Even though there !as coeGistence !ith a labor conlict* handbills made no
reerence to it nor reEuested "ublic su""ort or a labor conlict. Hand2billing
!as a se"arate attac, "ur"orting to be in the interest o the "ublic rather than
that o the em"lo#ees.
D. Fo%e6
1. Boar& ha& sai& %ha% e#loyees@ a"%ions were in&e$ensible:3 o$ A &i&n@% li+e %his
%es%= b!% S3 was o+ay wi%h i%.
4. Sein$el& 9Ba#le6
A. Wha% i$ San%a an& %he el$ bo%h wan%e& a brea+= an& %hey wal+ o!% an& s%ar% a #i"+e% line in
$ron% o$ >a"y@s= o.er %he brea+ iss!e?
1. I% is "on"er%e& an& $or %he !%!al #ro%e"%ion o$ %he e#loyees= b!% is %here a C$or
"a!seD reason $or %erina%ion?
a. Disloyal%y:h!r%in2 >a"y@s #ro$i%? Sabo%a2in2?
b. >aybe i%@s in&e$ensible= re#rehensible or irres#onsible.
i. B!% wha% i$ i%@s %heir bes% o#%ion $or 2e%%in2 wha% %hey wan%?
4I. *lk Lu"ber Co.6
A. 9#loyees en2a2e& in a slow&own &!e %o a &e"rease in #ay.
C. N3.C said that activit# !as not "rotected in &ection > because the# are im"osing their
conditions in em"lo#ment* not bargaining.
3. 5in2e& on 'L(& v. Montgo"er% Ward6
1. Sai& e#loyees "an@% re"ei.e #ay an& s%ri+e a% %he sae %ie.
D. A slow&own wo!l& be "hea%in2 %his r!le.
4II. '.L.(.&. v. Plastilite Corp.6
1. 5rotesting the termination o a !ell2li,ed su"ervisor !as allo!ed because it aected
their o!n terms and conditions as em"lo#ees.
1. 5owe.er= i$ s%ore wor+ers ha& wal+e& o!% on a b!sy &ay %ha% wo!l& ne2a%i.ely a$$e"%
%he "o#any@s b!siness= %he "o!r% i2h% $in& %ha% %heir a"%ions are no% #ro%e"%e&.
4III. (ee) .ndustries- .n!. v. 'L(&6
A. Boss a&e &is#ara2in2 rear+s %o e#loyees a$%er %hey Aoine& a !nion. 9#loyees
res#on&e& wi%h a ean le%%er. 1ro%e"%e& a"%i.i%y?
1. Ges= be"a!se %he &is#ara2in2 rear+ "o!l& si2nal %ha% %hey are 2oin2 %o ha.e ore
#robles be"a!se %hey Aoine& a !nion.
I7. 8ou can+t do a "artial stri,eF#ou can+t still get "aid* but not do #our $ob !ell.
I. 0ive Star ,ransportation .n!.
1. A s"hool &is%ri"%@s "on%ra"% wi%h a !nioni<e& b!s "on%ra"%or= Firs% S%!&en%= eB#ire& an& %he
&is%ri"% was "onsi&erin2 a lower bi& by a non-!nion "o#any= Fi.e S%ar.
C. ;he !nion #ro%es%e& an& also "ir"!la%e& news a""o!n%s o$ se.en years a2o %ha% Fi.e S%ar ha&
hire& a seB o$$en&er an& a &ri.er wi%h a re"or& o$ &r!n+ &ri.in2.
4. Se.eral &ri.ers wro%e #ersonal le%%ers %o %he s"hool boar& %o #ro%es% %he awar& o$ %he "on%ra"%
%o Fi.e S%ar= b!% i% &i&n@%@ wor+. Fi.e S%ar %hen 2o% %hose le%%ers %han+s %o %he Free&o o$
In$ora%ion A"%.
9. When 1/ &ri.ers $ro Firs% S%!&en% %rie& %o 2e% Aobs wi%h Fi.e S%ar= %hey &i&n@% hire %he.
E. ;he Boar& sai& %ha% %hese le%%ers &is#ara2e& %he "o#any an& %he #o%en%ial e#loyees were
&isloyal wi%hin %he eanin2 o$ +e))erson Standard.
F. &o even "otential em"lo#ees+ acts can be considered dislo#al to a com"an# and thereore
un"rotected under &!''!(son tan%a(%.
II. S"o#e o$ C!%!al ai& an& #ro%e"%ionD
A. I&ea %ha% an inA!ry %o one is an inA!ry %o all.
1. Why sho!l&n@% wor+ers here be able %o &e$en& "hil& laborers in ;aiwan?
i. I% "er%ainly i#a"%s wor+ers here
2. In &e$ense o$ #ro$essional re#!%a%ion o$ e#loyees?
i. Fo% #ro%e"%e&
(. Wha% abo!% in &e$ense o$ a "owor+er who was $ire&?
i. Only i$ %hey are s%ri+in2 be"a!se %hey worry %ha% %hey are neB%
B. B!% a #oli%i"al s%ri+e is #ro%e"%e& 'as %he S3 hel& in +a!ksonville &ulk ,er"inals0. Wha%
2i.es?
1. ;ha% was only !n&er %he Forris La 7!ar&ia A"%. I% only eans %ha% no inA!n"%ion will
be iss!e& !n&er %ha% A"%.
2. FLRA= whi"h prote!ts "er%ain "on"er%e& a"%i.i%ies= is ore res%ri"%i.e.
&ummar# o &ection:
7II. Ho! to argue an activit# is not "rotected:
A. A"%i.i%y is no% "on"er%e&
B. A"%i.i%y no% $or !%!al ai& an& #ro%e"%ion
3. A"%i.i%y is no% #ro%e"%e&= e.en i$ i% is "on"er%e&= an& $or !%!al ai& an& #ro%e"%ion be"a!se i%
is6
1. Ab!si.e
2. In&e$ensible
(. Re#rehensible
4. Disloyal
). Irres#onsible
D. 7i.en "er%ain #oli"y6
1. A2ains% ;a$%-5ar%ley #rohibi%ions
2. Union &ean&s were o!%si&e %he s"o#e o$ an&a%ory bar2ainin2
a. 9.2.= !nion wan%e& %o er2e wi%h na%ional !nion
(. 4iola%ion o$ "riinal an& %or% laws
4. A"%ion C%ie& %o "rea%e !n"oon ris+ %o e#loyer@s b!sinessD
). 9%".
7III. Ho! to argue an activit# is "rotected:
A. A"%ion was6
1. 3on"er%e& be"a!seL
2. For !%!al ai& an& #ro%e"%ion be"a!seL
(. Fo% ab!si.e= in&e$ensible= re#rehensible= &isloyal= or irres#onsible.
B. 5ar# on Se"%ion 1 o$ %he Wa2ner A"% as #oli"y obAe"%i.e 'eH!ali<e labor an& "a#i%al0= an&
3. Use yo!r own Ca2i"D #hrases6
1. 3on&!"% on %he #i"+e% line "anno% be eB#e"%e& %o Ca##roa"h %he e%iH!e%%e o$ %he
&rawin2 roo or %he brea+$as% %ableD (epubli! Creosotin Co.= 1, FLRB 2?/ '1,400.
2. ;o s!22es% %ha% a"%ions whi"h in %he absen"e o$ a labor "on%ro.ersy i2h% be C"a!seD
$or &is"har2e sho!l& be !n#ro%e"%e& wo!l& &isre2ar& %he ro!2h an& %!ble o$ s%ri+es=
in %he "o!rse o$ whi"h loose an& e.en re"+less lan2!a2e is #ro#erly &is"o!n%e&:
Fran+$!r%er= &issen%in2 in 'L(& v. Lo!al 6884.
Em"lo#er+s 1ttem"ts to Interere !ith* .estrain and 4oerce Em"lo#ees+ Free
4hoice to Join an ;nion
.estrictions on &olicitation and 9istribution:
I. (epubli! $viation Corp. v. 'L(& '1,4)06
A. 3o#any ha& an%i-soli"i%a%ion r!le lon2 be$ore any !nion a"%i.i%y a% #lan%.
B. 9#loyee #assin2 o!% !nion a##li"a%ions on his l!n"h was $ire& base& on r!le a$%er bein2
warne&.
3. ( o%her e#loyees were $ire& $or wearin2 !nion s%ewar& b!%%ons in %he #lan% a$%er bein2
reH!es%e& %o reo.e %he.
1. 9#loyer sai& %ha% allowin2 %he b!%%ons wo!l& in&i"a%e %ha% ana2een%
a"+nowle&2e& %he !nion re#s as %he a!%hori%y %o re#resen% e#loyees= while %he
"o#any ha& a #oli"y o$ s%ri"% ne!%rali%y in !nion a%%ers= an& i% i2h% s"rew !# %heir
2rie.an"e sys%e by "on$!sin2 e#loyees.
D. FLRB sai& %he no-soli"i%a%ion r!le an& %he e#loyees@ $irin2s .iola%e& Se"%ion -'a0'10 an&
&is"riina%e& a2ains% %he e#loyees !n&er -'a0'(0.
9. ;he Boar& &ean&e& %ha% %he r!le be 2one an& %he e#loyees rehire&.
F. 3 o$ A a$$ire&.
7. S3 o#inion6
1. Need to balance right to organiBe !ith em"lo#er+s right to maintain disci"line.
%. Em"lo#ers can have a rule sa#ing no solicitation on !or, hours* but "eo"le need
to be ree to do !hat the# !ant on their o!n time* including lunch hours.
'. It doesn+t matter that the com"an# banned all solicitation* not $ust union
solicitation.
i. 9ischarge or soliciting or the union because o violation o that rule
discriminates !ithin the meaning o &ection ?(a)(') in that it discourages
membershi" in a labor organiBation.
II. &eth .srael osp. v. 'L(& '1,/-06
A. 5os#i%al ha& an eB#li"i% r!le barrin2 soli"i%a%ion in #a%ien%-"are= wor+ or #!bli" areas.
B. 9#loyee "a!2h% &is%rib!%in2 !nion newsle%%er in "a$e%eria %o o%her e#loyees was s%o##e&
an& %hrea%ene& wi%h &isissal.
3. ;he Boar& $o!n& .iola%ions o$ -'a0'10 $or %he no-soli"i%a%ion r!le an& -'a0'(0 $or %he wri%%en
no%i"e= an& i%@s or&er reH!irin2 res"ission o$ %he r!le as re2ar&s %o %he "a$e%eria an& "o$$ee
sho# were a$$ire& by S3.
9. ;nless the hos"ital can sho! that allo!ing solicitation in "ublic areas !ould disru"t
"atient care* it must be allo!ed.
9. 5os#i%al ar2!e& !ns!""ess$!lly %ha% whe%her i% &isr!#%e& #a%ien% "are was a e&i"al A!&2en%=
an& %he Boar& was no% an eB#er% on %he a%%er.
1. Boar& "lari$ie& %ha% i% is an eB#er% in $e&eral na%ional labor rela%ions #oli"y.
F. The role o the 4ourt in these matters is limited:
1. Is the Coard+s decision consistent !ith the 1ctD
%. Is the Coard+s decision rationalD
III. arborside ealth!are- .n!.6
A. S!#er.isor 'li"ense& #ra"%i"al n!rse0 was soli"i%in2 !nion a!%hori<a%ion "ar&s.
1. L1Fs aren@% ne"essarily always s!#er.isors.
C. 1 "erson in a su"ervisor# "osition soliciting "ro2union materials it is inherentl# coercive
absent mitigating circumstances.
1. ;here$ore an ele"%ion %o Aoin a !nion was se% asi&e.
4. &tandard to decide !hether su"ervisor# "ro2union conduct u"sets the reEuisite
laborator# conditions or a air election:
1. 9id the su"ervisor+s conduct reasonabl# tend to coerce or int!('!(! !ith the
em"lo#ees+ eGercise o ree choice in the electionD
i. 4onsider the nature and degree o su"ervisor# authorit# "ossessed b#
the "erson in Euestion.
ii. EGamine the nature* eGtent* and conteGt o the conduct in Euestion.
%. 9id the conduct int!('!(! !ith reedom o choice to the eGtent that it materiall#
aected the outcome o the electionD 4onsider actors* such as:
i. 6argin o victor# in the election
ii. <hether the conduct at issue !as !ides"read or isolated
iii. The timing o the conduct
iv. The eGtent to !hich the conduct became ,no!n
v. The lingering eect o the conduct
D. Dissen%6
1. S!#er.isors who s!##or% a !nion a"% a% %heir own #eril.
i. ;hey "o!l& 2e% $ire& or %he !nion "o!l& no% 2e% "er%i$ie&
%. An%i-!nion in$l!en"e $ro s!#er.isors is o+ay %ho!2h?
i. I% sho!l& all be o+ay= as lon2 as %he s!#er.isor is #ers!a&in2= no% "oer"in2.
'. I% sho!l& be o+ay $or s!#er.isors %o .oi"e #ro-!nion sen%ien%s es#e"ially when %he
e#loyer is #!bli"ly an%i-!nion.
i. ;he s!#er.isor has no%hin2 %o 2ain= so "anno% be "oer"i.e.
(. 9B%en&in2 %he law beyon& "oer"ion in%o Cin%er$eren"eD is %oo broa&.
i. Any s!#er.isor@s "on&!"% will be .iewe& as in%er$erin2.
). Soe s!#er.isors aren@% aware o$ %heir s!#er.isory s%a%!s.
I/. Madison S=uare Garden6
A. S!#er.isors &i&n@% a2ree wi%h "o#any@s an%i-!nion "a#ai2n= an& sai& so.
B. Boar& se% %he ele"%ion 'whi"h %he !nion won0 asi&e.
/. 'L(& v. Magnavox6
A. ;he IU9 ha& been %he !nion re#resen%in2 %he e#loyees $or nearly 20 years an& ha& a2ree& %o
labor "on%ra"%s a!%hori<in2 %he "o#any %o iss!e r!les $or %he Cain%enan"e o$ or&erly
"on&i%ions on #lan% #ro#er%y.D
B. ;here was a b!lle%in boar& $or !nion no%i"es= b!% %here was a no soli"i%in2 r!le= e.en &!rin2
nonwor+in2 %ie in nonwor+in2 ho!rs.
3. When %he "o#any reAe"%e& a !nion #ro#osal %o "han2e %he no-soli"i%a%ion r!le= %he FLRB
hel& %ha% %he ban was !nlaw$!l !n&er Se"%ion -'a0'10.
D. 3 o$ A &isa2ree&= b!% S3 re.erse& an& 2a.e a##ro.al %o %he Boar&.
9. S3 o#inion 'Do!2las06
1. 4om"an# made no contention that its rule !as necessar# to "romote "roduction
or disci"line.
%. ;nion did not have the "o!er to !aive solicitation rights !hen it negotiates a
4C1.
i. This might "revent a com"eting union rom getting their oot in the
door.
ii. The# can !aive rights to stri,e* ho!ever.
F. S3 O#inion 'S%ewar%06
1. Fo reason why %he !nion "o!l&n@% wai.e i%s soli"i%a%ion ri2h%s= while s%ill allowin2
"o#e%in2 !nions %o soli"i%.
/I. Note: Clan,et no2solicitation "olicies are ver# hard to deend.
1. Have to sho! a signiicant disru"tion to "roduction or disci"line.
B. 1roble )6 Wearin2 a b!%%on isn@% &isr!#%i.e %o %he wor+#la"e= so #enali<in2 soeone $or
&oin2 &oes .iola%e Se"%ion -'a0'10.
1. Sees li+e a broa& r!le= so i% is %here$ore #res!#%i.ely in.ali&.
i. Li+e %he bri2h% oran2e hele% "ase= %he e#loyer has %o show %ha% %he no
b!%%on r!le is nee&e& $or #ro&!"%ion an& &is"i#line.
/II. Martin Luther Me"orial o"e- .n!.6
A. ( wor+ r!les .iola%e& Se"%ion -'a0'106
1. Fo soli"i%a%ion
%. Fo loi%erin2
'. Fo !nlaw$!l s%ri+es= wor+ s%o##a2es= slow&owns= or o%her in%er$eren"e
B. R!les #rohibi%in2 ab!si.e lan2!a2e= harassen%= an& .erbal= en%al an& #hysi"al ab!se were
law$!l.
4. 5rocess or determining i a rule is unla!ul:
1. Coard must ma,e reasonable reading o rule and not "resume it violates &ection
>.
%. 9oes the rule eG"licitl# restrict activities "rotected b# &ection >D
'. I not* the rule is unla!ul i:
i. Em"lo#ees !ould reasonabl# construe the language to "rohibit &ection >
activit#
ii. The rule !as "romulgated in res"onse to union activit#
iii. The rule has been a""lied to restrict the eGercise o &ection > rights.
D. Dissen%6
1. ;he wor&s Cab!si.eD an& Charassen%D are %oo abi2!o!s= an& ay in"l!&e a"%i.i%y
%ha% is #ro%e"%e& !n&er Se"%ion /. ;he r!les #rohibi%in2 ab!si.e or #ro$ane lan2!a2e=
harassen%= an& .erbal= en%al an& #hysi"al ab!se are !nlaw$!l.
i. Se"%ion / "on.ersa%ions %en& %o 2e% .ery hea%e&.
ii. Sho!l& ha.e sai& %he r!le &i& no% in"l!&e Se"%ion / a"%i.i%y.
%. ;he aAori%y &oesn@% a+e %he #ro#er inH!iry:whe%her %he r!les wo!l& reasonably
%en& %o "hill e#loyees in %he eBer"ise o$ %heir Se"%ion / ri2h%s.
'. 5arassen% r!le6
i. In %his "ase= seB!al harassen% is "o.ere& in ano%her r!le= as is %hrea%enin2=
in%ii&a%in2= or "oer"in2 e#loyees...so wha% is %his s!##ose& %o "o.er?
/III. L!)*"!(!+ ,n). v. NLRB: III/E.8 I65O.T1NTIII
A. Fon-e#loyee !nion ebers were see+in2 %o !nioni<e a s%ore. ;hey were #!%%in2 han&bills
on "ars #ar+e& in %he #ar+in2 lo% where e#loyees !s!ally #ar+. Le"here@s ana2er
ie&ia%ely "on$ron%e& %he= sayin2 %ha% Le"here #rohibi%e& soli"i%a%ion on %he #ro#er%y
an& as+e& %he %o lea.e. Le"here #ersonnel reo.e& %he han&bills. ;he !nion #eo#le %rie&
%his se.eral ore %ies= b!% were s%o##e& ea"h %ie. ;hey %hen %rie& o%her e%ho&s= whi"h
were !ns!""ess$!l.
B. ;he !nion $ile& an !n$air labor #ra"%i"e a2ains% Le"here= alle2in2 %ha% i% ha& .iola%e& %he
FLRA by barrin2 %he non-e#loyee or2ani<ers $ro i%s #ro#er%y.
3. ;he Boar& hel& %ha% i% was !nlaw$!l= an& a &i.i&e& 3 o$ A en$or"e& %he Boar&@s or&er.
D. S3@s o#inion6
1. ;he FLRA "on$ers ri2h%s only on e#loyees= no% on !nions or %heir non-e#loyee
or2ani<ers.
%. 5owe.er= sin"e e#loyees@ ri2h% %o sel$-or2ani<a%ion &e#en&s in soe eas!re on
%heir abili%y %o hear $ro o%hers abo!% !nions= Se"%ion / ay= in "er%ain lii%e&
"ir"!s%an"es= res%ri"% an e#loyer@s ri2h% %o eB"l!&e non-e#loyee !nion or2ani<ers
$ro his #ro#er%y.
i. 9.2. 'L(& v. &ab!o!k and Wil!ox Co.6
a. Siilar $a"% #a%%ern where Boar& or&ere& %he "o#any %o allow %he
or2ani<ers %o &is%rib!%e li%era%!re on i%s #ar+in2 lo% an& eB%erior
wal+ways= b!% 3 o$ A an& S3 &i& no% a2ree.
ii. Only eB"e#%ion is when e#loyees are so ina""essible %ha% reasonable !nion
e$$or%s %o "o!ni"a%e wi%h %he are ine$$e"%i.e.
a. Only a##lies where %he lo"a%ion o$ a #lan% an& %he li.in2 H!ar%ers o$
%he e#loyees #la"e %he e#loyees beyon& %he rea"h o$ reasonable
!nion e$$or%s %o "o!ni"a%e wi%h %he.
1. 9.2.= lo22in2 "a#s= inin2 "a#s= an& o!n%ain resor%s
iii. The burden on the union to sho! ho! unreasonable it is to not allo!
them is a heav# one.
'. Casicall#* non2em"lo#ees (e.g.* "roessional union organiBers) have access to
em"lo#er+s "ro"ert# onl# !hen the# have no other reasonable access to the
em"lo#ees (as in a mining cam"* basicall# onl# !hen em"lo#ees actuall# live on
em"lo#ers land).
9. Dissen%6
1. >aAori%y in%er#re%e& &ab!o!k !"h ore s%ri"%ly %han i% was in%en&e& %o be.
i. Bab"o"+ &i& no% a+e a 2eneral r!le wi%h narrow eB"e#%ions.
a. Ra%her i% balan"e& e#loyer #ro#er%y ri2h%s an& e#loyee ri2h%s
!n&er %he FLRA.
%. La%er S3 &e"isions a$%er &ab!o!k ha.e been ore $leBible %han %his one.
'. Sho!l& 2i.e &e$eren"e %o %he Boar& on in%er#re%in2 %he s%a%!%e
i. ;he Boar&@s in%er#re%a%ion was a #erissible one
F. 5G1O6
1. Wha% i$ %he o%her s%ores %ha% Aoin%ly own %he #ar+in2 lo% wi%h Le"here wan% %o
or2ani<e all %he wor+ers %ha% share %he lo% in a boy"o%% 'so no se"on&ary a"%i.i%y
#roble0?
i. 1robably ha.e %he ri2h%.
7. J!es%ion 1= #2 1426 Se"%ion 2'(0 o$ %he FLRA &e$ines a s%a%!%ory e#loyee as Cany
e#loyee= an& shall no% be lii%e& %o %he e#loyees o$ a #ar%i"!lar e#loyee.D
1. Dra$%ers %ho!2h% !nion or2ani<ers wo!l& be "o.ere& !n&er %his= b!%= as seen in
Le!h"ere= %hey weren@%.
5. J!es%ion 4'&06
1. Ges
I7. A&alted0 a""licants: union organiBers !ho get $obs at targeted com"anies so the# can urge
em"lo#ees to unioniBe as a ello! em"lo#ee.
A. I$ %hey are #ai& less a% new Aob %han wha% !nion !se& %o #ay %he= !nion a+es !# %he
&i$$eren"e.
C. A&alts0 are "rotected under &ection >.
1. I$ %hey lie on %heir a##li"a%ion abo!% !nion a$$ilia%ion= i% &oesn@% a%%er. 9#loyer
"an@% $ire %he i$ %hey $in& o!%.
3. 5owe.er= re"en% Boar& &e"isions are lii%in2 sal%s@ ri2h%s.
1. I a salt is terminated* em"lo#eeJunion has to "rove that salt in act intended to
sta# there to get bac, "a#.
D. ,oering *le!. Co.6
1. To "revail in a &ection ?(a)(') claim or reusal to hire a Asalted0 a""licant* #ou
must "rove that the a""licant !as genuinel# interested in the $ob
%. Eliminates the im"licit "resum"tion that an#one !ho a""lies or a $ob is
"rotected as a &ection %(') em"lo#ee.
;nion+s Euest or eEual access:
I. ;han+s %o (epubli! $viation an& Le!h"ere= %he !nion@s a""ess %o e#loyees on "o#any #ro#er%y is
H!i%e lii%e&.
A. B!% isn@% i% !n$air %ha% e#loyers "an hol& ee%in2s on #reises %o &is"!ss %he ne2a%i.es o$
!nions?
II. &onwit ,eller .n!. v. 'L(& '1,)106
1. Coard held that the em"lo#er+s denial to give union an o""ortunit# to give its side o the
stor# constituted an unair labor "ractice.
III. Livingston Shirt Co. '1,)(06
A. Boar& 'wi%h new ebers0 &e#ar%e& $ro &onwit ,eller.
B. Sai& %ha% e.en %ho!2h e#loyers ha& %he bene$i% o$ !sin2 i%s #ro#er%y %o a&&ress i%s
e#loyees= %he !nion ha& an eH!al o##or%!ni%y %o !se %heir #ro#er%y %o a&&ress e#loyees
'!nion hall0.
4. &o unless there+s a no solicitation rule (!hich are generall# unla!ul)* em"lo#er has no
res"onsibilit# to allo! union access i em"lo#er is ma,ing an anti2union s"eech at !or,.
1. Thereore the onl# time em"lo#ers have to give unions access is !hen the# have
good reason or a no solicitation rule (generall# in retail and de"artment store
settings).
I4. Guard Publishing Co. D&$ ,he (egister Guard6
A. 9#loyee= %he !nion #resi&en%= sen% !nion-rela%e& eails %o e#loyees .ia e#loyer@s eail
sys%e6
1. ( eails in.ol.e&:one "lari$yin2 $a"%s= %he o%her 2 soli"i%in2 a"%ion in s!##or% o$
!nion.
2. Re"ei.e& warnin2= b!% "on%in!e& %o eail !nion s%!$$.
B. 9#loyer ha& r!le %ha% #rohibi%e& soli"i%a%ion o.er eail.
1. ;hey &i& #eri% e#loyees %o sen& #ersonal eails an& %he e#loyer soli"i%e&
Uni%e& Way &ona%ions.
3. Boar& sai&6
1. 9ail "lari$yin2 $a"%s was o+ay= b!% %he ones soli"i%in2 !nion #ar%i"i#a%ion were no%.
2. 9#loyer owne& %he eail sys%e= so %hey ha& #ro#er%y ri2h%s.
(. 9#loyer@s non-&is"riina%ory ban was o+ay.
(. Em"lo#er ma# ban use o email b# em"lo#ees as long as it does not discriminate
because it has "ro"ert# right to regulate and restrict use o com"an# "ro"ert#.
D. Dissen%6
1. 9ail has be"oe %he 2a%herin2 #la"e $or e#loyee "o!ni"a%ions.
i. (epubli! $viation s%an&ar& whi"h a+es blan+e% non-soli"i%a%ion #oli"ies
#res!#%i.ely a .iola%ion o$ Se"%ion / ri2h%s sho!l& %here$ore a##ly in %his
"ase.
2. >oreo.er= &is"riina%ion in %he FLRA "on%eB% no% abo!% %rea%in2 eH!als &i$$eren%ly=
b!% abo!% whe%her or no% %here was an%i-!nion ani!s. Sin"e e.i&en"e &oes no% show
%ha% e#loyer !se& #oli"y %o bar any%hin2 b!% !nion "o!ni"a%ions= i% sho!l& be
"onsi&ere& %o .iola%e Se"%ion /.
9. Is &issen%@s Ceail as a 2a%herin2 #la"eD ar2!en% a 2oo& one?
1. Be"a!se eail is bein2 !se& so $reH!en%ly= yo! "o!l& ar2!e %ha% "o#anies ha.e %o
re2!la%e i% %o #re.en% #eo#le $ro sen&in2 #ersonal eails "ons%an%ly.
2. Rosa&o &oesn@% %hin+ %his was a 2oo& ar2!en%.
F. Fo% A!s% eail:whene.er %here is a !se o$ "o#any #ro#er%y $or !nion #!r#oses= a no-
soli"i%a%ion r!le %ha% a$$e"%s "o#any #ro#er%y8%ie= i% is no% #res!#%i.ely .ali&.
EEual Time or ;nion
I. 'L(& v. United Steelworkers 5'utone96
1. 9#loyer &enie& !nion reH!es%s %o &e#ar% $ro "on"e&e&ly .ali& no-soli"i%a%ion r!les
s!bseH!en% %o %he e#loyer@s an%i!nion soli"i%a%ion.
C. Boar& sai& %his was o+ay.
1. 5owe.er= i% no%e& %ha% i$ %he no-soli"i%a%ion r!le %r!ly &iinishe& %he abili%y o$ !nions
%o 2e% %heir essa2e %o %he e#loyees= i% i2h% no% be.
4. &o denial o eEual time is "resumed la!ul* and the burden is on the union to
demonstrate that it is severel# inca"acitated rom communicating !ith the em"lo#ees
!ith other means.
9. &o lac, o alternative means comes into "la# in these AeEual time0 cases* denials o
access to non2em"lo#ee cases* but not in solicitation Arestriction on em"lo#ees0 cases.
II. Peerless Pl%wood '1,)(06
1. The Coard has announced a irm rule outla!ing Aca"tive audience0 s"eeches on
com"an# time !ithin the %(2hour "eriod "rior to an election.
C. Cut i em"lo#er commits ?(a)(1) and ?(a)(') violations during electioneering* then it ma#
have to "rovide eEual time to the union.
III. 5y#o6
1. Sho!l& FLRB se% asi&e !nion ele"%ion i$ !nion broa&"as%s lo!&ly o.er s#ea+ers &!rin2 %ie
%ha% e#loyees are .o%in2 $or %he !nion? Wo!l& i% !#se% labora%ory "on&i%ions?
1. I% sees %o be a "a#%i.e a!&ien"e s#ee"h.
2. I% sees li+e i% wo!l& a$$e"% labora%ory "on&i%ions.
I4. *x!elsior Underwear- .n!. '1,??06
1. Casic rule: Em"lo#er must "rovide union !ith a list o em"lo#ees (Athe E-)!lsio( list0)
that are to be contained in the "ro"osed bargaining unit > da#s "rior to the election.
C. D!rin2 an ele"%ion "a#ai2n in whi"h %he e#loyer ha& wri%%en %o %he e#loyees= %he !nion
as+e& $or a lis% o$ e#loyee naes an& a&&resses= b!% %he e#loyer re$!se&.
4. ;he Boar& sai& %ha%= in "ases where %he Re2ional Dire"%or has a##ro.e& an ele"%ion= %he
e#loyer !s%= wi%hin / &ays= $ile wi%h %he Re2ional Dire"%or an ele"%ion eli2ibili%y lis%=
"on%ainin2 %he naes an& a&&resses o$ all %he eli2ible .o%ers.
1. ;he Re2ional Dire"%or shall %hen a+e %his in$o a.ailable %o all #ar%ies in %he "ase.
9. 5olic# reasons or rule:
1. 1n em"lo#ee !ho has had an eective o""ortunit# to hear both sides o the
arguments concerning re"resentation is in a better "osition to ma,e a ull#
inormed and reasoned choice.
i. By #ro.i&in2 all #ar%ies wi%h e#loyees@ naes an& a&&resses= %his
aBii<es %he li+elihoo& %ha% all %he .o%ers will be eB#ose& %o %he ar2!en%s
$or bo%h si&es.
2. This also aids in limited challenged votes* as union could challenge all votes
based on lac, o ,no!ledge o !ho the em"lo#ee is (su"ervisor or not).
E. ;his isn@% 2oin2 a2ains% &ab!o!k or 'utone. In %hose "ases= %he eBis%en"e o$ al%erna%i.e
"hannels o$ "o!ni"a%ion is only rele.an% when %he o##or%!ni%y %o "o!ni"a%e a&e
a.ailable by %he Boar& wo!l& in%er$ere wi%h a si2ni$i"an% e#loyer in%eres%:s!"h as %he
e#loyer@s in%eres% in "on%rollin2 %he !se o$ his #ro#er%y.
1. 5ere= %he e#loyer has no si2ni$i"an% in%eres% in %he se"re"y o$ e#loyee naes an&
a&&resses.
F. 1l!s= %his only a##lies when e#loyee in%eres%s in sel$-or2ani<a%ion are shown %o be
s!bs%an%ial:when a Re2ional Dire"%or has $o!n& %ha% a real H!es%ion "on"ernin2
re#resen%a%ion eBis%s= an& has %here$ore &ire"%e& an ele"%ion 'a #re-"on&i%ion %o &is"los!re0.
:. ;his ri2h% is no% lii%e& %o when %he e#loyer has aile& an%i-!nion li%era%!re %o e#loyees@
hoes be"a!se a""ess %o e#loyee naes an& a&&resses is $!n&aen%al %o a $air an& $ree
ele"%ion re2ar&less o$ whe%her %he e#loyer has sen% "a#ai2n #ro#a2an&a %o e#loyees@
hoes.
4. 'L(& v. W%"an>Gordon '1,?,06
1. S!#ree 3o!r% a$$ire& r!le $ro 9B"elsior.
4I. ,rustees o) Colu"bia Universit% '200/0 'in S!##leen%06
1. It+s o,a# or an em"lo#er to reuse to give out em"lo#ees+ email addresses.
1. 9.en in %his "ase= where %he e#loyees were o!% %o sea= so %he !nion@s only "han"e a%
"on%a"%in2 %he was %hro!2h %he "o#any@s eail sys%e.
C. ;he !nion ha& eB#erien"e wi%h e#loyees a% sea= an& %hey a2ree& %o %he %ers an& &a%es o$
%he ele"%ion +nowin2 %hey wo!l& ha.e lii%e& a""ess %o %he e#loyees= so i%@s %heir $a!l% i$
%hey "an@% 2e% in %o!"h wi%h %he e#loyees.
4. 5el&6
1. 9#loyer %iely #ro.i&e& %he Re2ional Dire"%or 'RD0 wi%h a "o#le%e an& a""!ra%e
lis% o$ !ni% e#loyees an& %heir hoe a&&resses= an& %h!s $!lly "o#lie& wi%h
eBis%in2 Boar& #re"e&en% in%er#re%in2 *x!elsior.
2. >oreo.er= %he Boar& &e"i&e& %ha% i% was no% in a #osi%ion %o eB%en& *x!elsior 2i.en
i%s in"a#a"i%y %o ye% &e%erine %he nee& $or e#loyers= wi%ho!% %he bene$i% o$ ai"!s
brie$in2 an& a $!lly &e.elo#e& re"or&.
9. Dissen%6
1. ;he e#loyer $aile& %o s!bs%an%ially "o#ly wi%h %he #!r#ose o$ %he *x!elsior r!le6
C2i.in2 !nions %he ri2h% o$ a""ess %o e#loyees %ha% e#loyers alrea&y ha.e.D
2. ;he e#loyees were %here$ore #re.en%e& $ro re"ei.in2 in$ora%ion wi%h res#e"% %o
one o$ %heir "hoi"es= an& %hereby #re.en%e& $ro eBer"isin2 %heir Se"%ion / ri2h%s.
(. 9.en %ho!2h %he !nion a2ree& %o %he %ie o$ %he ele"%ion= %hey &i&n@% +now %he
e#loyer wo!l& re$!se %o #ro.i&e eail a&&resses.
E. Fo%e6 %his "ase was &e"i&e& be$ore (egister Guard. Un&er (G= sho!l& e#loyer #ro.i&e %he
eail a&&resses?
1. 5a.e %o as+= is %here a #ro#er%y in%eres% in.ol.e&?
i. Ges= ass!in2 %he eail a&&resses are #ro.i&e& by %he "o#any.
2. So !nion has no ri2h% %o as+ $or %he.
(. ;he lan2!a2e wo!l& ha.e been e.en s%ron2er a$%er (G.
4. Wha% i$ %he "o#any &oes no% #ro.i&e eail a&&resses b!% #ro.i&es a"hines $or
e#loyees %o rea& eail in %he boa% an& i%@s .ery eB#ensi.e %o #ro.i&e eail ser.i"es
%o %he e#loyees?
F. Doesn@% Re#!bli" A.ia%ion a##ly?
1. Boar& says no:boa% &oes "oe %o lan&= an& %he !nion has eB#erien"e wi%h o%her
e#loyees a% sea.
:. It seems that the union !ould have to sho! that email is the onl# !a# that the# can
contact the em"lo#ees.
Election 5ro"aganda:
Threats o .e"risal:
I. 1re.io!sly= FLRB hel& e#loyers s%ri"%ly %o a ne!%ral s%an"e.
II. -'"0 o$ FLRA 'ena"%e& in 1,4/06
A. 3on2ress rea"%e& %o FLRB by sayin2 %ha% Cthe Kem"lo#er+sL eG"ression o an# vie!s*
argument* or o"inion or the dissemination thereo* !hether in !ritten* "rinted* gra"hic*
or visual orm* shall not constitute an unair labor "ractice under an# "rovisions o this
act* i such eG"ression contains no threat o re"risal or orce or "romise o beneit.D
III. General Shoe Corp. '1,4-06
1. Coard tried to inter"ret ?(c) as not a""l#ing to election cases.
B. The Coard has urther authorit# to "rotect and maintain Alaborator# conditions0
during the election "rocess.
3. 9#loyer 'an& e#loyee8!nion0 s#ee"h "an hen"e be lii%e& e.en i$ i% &oes no% rise %o %he
le.el o$ an UL1.
I4. 'L(& v. Gissel Pa!king '1,?,06
A. 3o#any was s#ea+in2 o!% a2ains% !nion:he sai& %he "o#any was low on oney= an& i$
%hey wen% on s%ri+e= %he "o#any wo!l& "lose= an& %he e#loyees wo!l&n@% be able %o $in&
Aobs.
1. 5e also han&e& o!% lea$le%s &es"ribin2 %his.
B. ;he !nion los% %he ele"%ion.
3. ;he Boar& se% %he ele"%ion asi&e= sayin2 %ha% %he s%a%een%s were %hrea%s o$ re%alia%ory a"%ion=
no% e"onoi" #re&i"%ions= an& %h!s .iola%ions o$ -'a0'10.
D. S3 hel& %ha% %here were %hrea%s= an& %ha% an e#loyer "anno% be %hrea%enin2 re%alia%ion !nless
#lan% "losin2 was #ro.able.
1. Em"lo#er s"eech cannot contain a threat o re"risal o orce or "romise o
beneit (.ule ?(c)).
%. 1n# "redictions must have demonstrabl# "rovable conseEuences that are
be#ond the em"lo#er+s control or conve# a decision alread# arrived at to close
"lant in case o unioniBation.
'. <hen ma,ing anal#sis:
i. Threats o re"risal o orce or "romise o beneitD
ii. 5redictions be#ond the em"lo#er+s controlD
iii. 5redictions conve#ing a decision alread# arrived at to close "lant in case
o unioniBationD
iv. 3oo, at !hether em"lo#er+s statements:
a. 1re based on actsM and
b. I the# can be understood as threats.
9. 1roble ?6 3o!l& yo! #!ll o!% #ie"es o$ s#ee"hes or lea$le%s whi"h %he Boar& has $o!n& %o be
o+ay !n&er %he FLRA?
1. I% wo!l& #robably be sa$e= b!% yo!@& ha.e %o be .ery "are$!l= be"a!se %hese are so
"on%eB%-&e#en&an%.
2. Also= %he Boar& "han2es i%s@ in& a lo%.
F. I$ a "lien% reH!es%e& a lawyer %o #ro.i&e lea$le%s %ha% ay be a .iola%ion o$ %he FLRA= "o!l&
he &o %ha% e%hi"ally?
1. I%@s li+ely a .iola%ion o$ ABA >o&el R!les o$ 1ro$essional 3on&!"% %o #ar%i"i#a%e in
"on&!"% %ha% .iola%es Boar& #re"e&en%.
Factual 6isre"resentations:
I. Midland 'ational Li)e .ns. Co. v. Lo!al 13?$- United 0ood and Co""er!ial Workers '1,-206
A. On %he &ay be$ore %he ele"%ion= %he e#loyer &is%rib!%e& li%era%!re wi%h e#loyee@s
#ay"he"+s. Soe o$ %he li%era%!re isre#resen%e& $a"%s %o a+e %he !nion loo+ ba&.
B. ;he !nion &i&n@% hear abo!% %his li%era%!re !n%il ( an& a hal$ ho!rs be$ore %he ele"%ion.
1. ;hey ar2!e& %ha% %hey sho!l& ha.e ha& a "han"e %o res#on&= %o a+e s!re %he
e#loyees "o!l& a+e an in$ore& &e"ision.
3. ;he li%era%!re &i&n@% say any%hin2 %ha% %he e#loyer wo!l& &o s#e"i$i"ally.
D. >aAori%y reAe"%e& eBis%in2 s%an&ar& an& wen% ba"+ %o Shopping @art 0ood Market- .n!. '1,//0
s%an&ar&.
1. Coard !on+t "robe into the truth or alsit# o "arties+ cam"aign statements.
Em"lo#ees are mature individuals !ho are ca"able o recogniBing "ro"aganda
or !hat it is and discounting it.
i. Boar& will only in%er.ene i$ a #ar%y !ses $or2e& &o"!en%s.
ii. The ,e# issue to consider is intent to deceive.
%. Be$ore %his %he s%an&ar& ha& been in a""or&an"e wi%h oll%wood Cera"i!s Co"pan%-
.n!. '1,?20 an& General @nit o) Cali)ornia- .n!. '1,/-:%his "ase o.err!le& Shopping
@art06
i. '$ro oll%wood0 An ele"%ion sho!l& be se% asi&e only when %here has a been
a isre#resen%a%ion or o%her siilar "a#ai2n %ri"+ery= whi"h in.ol.es a
s!bs%an%ial &e#ar%!re $ro %he %r!%h= a% a %ie whi"h #re.en%s %he o%her #ar%y
or #ar%ies $ro a+in2 an e$$e"%i.e re#ly= so %ha% %he isre#resen%a%ion
whe%her &elibera%e or no%= ay reasonably be eB#e"%e& %o ha.e a si2ni$i"an%
i#a"% on %he ele"%ion.
ii. '$ro General @nit0 Shopping @art was in"onsis%en% wi%h %he Boar&@s
res#onsibili%y %o ins!re $air ele"%ions.
'. Shopping @art s%an&ar& alle.ia%es %he any &i$$i"!l%ies o$ en$or"in2 %he ol& r!le.
(. I% also ins!res %he "er%ain%y an& $inali%y o$ ele"%ion res!l%s= an& inii<es
!nwarran%e& "lais a%%a"+in2 %he.
9. Iss!e6 is #ro#a2an&a a2ains% %he !nion re.iewable by FLRB?
1. Fo. 1ro#a2an&a "an be in%er#re%e& as s!"h. Unless i% is in%en&e& %o &e"ei.e= Boar&
will no% re.iew an& se% ele"%ion asi&e.
F. Dissen%6
1. ;his r!le allows e#loyers %o s%ra%e2i"ally &e"ei.e e#loyees@ ri2h% be$ore an
ele"%ion so %he !nion &oesn@% ha.e %ie %o #ro#erly res#on&.
7. 1roble 1= #2 1//6 5ow &o yo! &is%in2!ish %his $ro Gissel?
1. Giss!l tal,ed about the uture o the business* !hile .i%lan% !as about union+s
role in ban,ru"ting com"an#.
5. 1roble 26 wha% wo!l& %he Boar& wei2h be$ore a+in2 a r!le bannin2 #ro#a2an&a 24 ho!rs
be$ore ele"%ion?
1. A&inis%ra%ion o$ %he A"% '#ra"%i"ali%y0 .. e#loyee $ree "hoi"e
I. 1roble (6 A$%er Midland= "an a lawyer #re#are )a!tuall% !n%r!e "a#ai2n a%erials $or
!nion or e#loyer?
1. Fo= i%@s e%hi"al .iola%ion o$ >o&el R!le o$ 1ro$essional 3o&e Se"%ion -.4'"0.
II. Sewell M)g. Corp. '1,?206
A. An ele"%ion was hel& a% %he "o#any@s #lan%s in %wo sall 7eor2ia %owns= near %he Alabaa
bor&er. ;he !nion los% %he ele"%ion.
B. In %he 4 #re"e&in2 on%hs= %he e#loyer ha& "ir"!la%e& "o#ies o$ >ili%an% ;r!%h= a on%hly
%ha% lin+e& !nions wi%h bla"+s= ra"ial in%e2ra%ion= 3o!nis= an& an%i-3hris%iani%y.
3. Boar& se% asi&e ele"%ion6
1. Em"lo#er used an inlammator# a""eal based on race* !hich led against
reasoned* untrammeled choice.
%. 5art# ma,ing the racial remar, must sho! that statements !ere Atruthul and
germane.0
'. Worse %han ere #ro#a2an&a.
D. Fo%e6
1. In$laa%ory a##eals are no% ne"essarily UL1s be"a!se %here is no %hrea% or #roise.
9. 1roble (= #2 1-06
1. Unions "o!l& a+e in$laa%ory a##eals %oo.
Other Forms o Intererence* .estraint or 4oercion:
I. 'L(& V. Lorben Corp. '1,?)06
A. Union ha& 2o%%en 4 o$ %he 2)-2? e#loyees on boar&. When an e#loyee was belie.e& %o
ha.e been $ire& $or !nion a"%i.i%ies= %hey #lanne& a s%ri+e.
B. 3o#any #resi&en% ha& s!#erin%en&an% #ersonally brin2 aro!n& a s!r.ey $or e#loyees %o
si2n i$ %hey wan%e& %o Aoin a !nion or no%. All e#loyees si2ne& no.
3. Boar& sai& %his was no% o+ay be"a!se %he "o#any $aile& 10 %o a&.ise %he e#loyees o$ %he
#!r#ose o$ %he in%erro2a%ionN an& 20 %o ass!re %he %ha% no re#risals wo!l& $ollow.
D. 3 o$ A o#inion6
1. Boar&@s en$or"een% &enie&.
%. 1ollin2 is no% "oer"i.e on i%s $a"e.
'. Boar& !s% $in& %ha% %here was "oer"ion or in%ii&a%ion by %he e#loyer.
E. 9issent:
1. N3.C made a rule in light o eG"erience* !hich ma,es "olling coercive on its
ace and hence Coard order should be enorced.
II. Lo!al ?4 v. 'L(& 5Stru!ksnes Constru!tion Co.9 '1,?/06
A. Union reH!es%e& re"o2ni%ion $ro "o#any= sayin2 %ha% %hey re#resen%e& 20 o$ 2? e#loyees.
B. Owner an& %wo o$ his $oreen "ir"!la%e& a #e%i%ion aon2 %he e#loyees as+in2 i$ %hey
wan%e& %he !nion %o re#resen% %he. 5e &i&n@% say why he wan%e& %o +now= b!% he &i& say i%
wo!l&n@% a+e a &i$$eren"e ei%her way.
3. 24 .o%e&:, yes= 14 no.
D. 3 o$ A o#inion6
1. 1greed !ith dissent in Lo(b!n.
%. Sai& %ha% %he Boar& nee&e& %o "oe !# wi%h a new r!le %o &eal wi%h %his si%!a%ion.
9. Boar&@s s!##leen%al &e"ision6
1. Few R!le6
i. 5resum"tion that "olling o em"lo#ees !ould violate ?(a)(1)* unless
(absent unusual circumstances):
a. The "ur"ose o the "oll is to determine the truth o a union+s
claim o ma$orit#
b. This "ur"ose is communicated to the em"lo#ees
c. 1ssurances against re"risal are given
d. The em"lo#ees are "olled b# secret ballot
e. The em"lo#er has not engaged in unair labor "ractices or
other!ise created a coercive atmos"here or committed ;35s.
III. 1roble (= #2 1-/6 ;nion does not violate ?(b)(1) o the N3.1 b# ma,ing home visits to
em"lo#ees and gathering authoriBation card signatures there and on the sho" loor.
A. Union "an@% $ire e#loyees:ha.e no real a"%ion %o a$$e"% e#loyees@ %ers an& "on&i%ions o$
e#loyees.
B. Le2i%ia%e !nion in%eres%
3. A$$e"% labora%ory "on&i%ions?
I/. 1roble 4:4an an em"lo#er as, its o!n em"lo#ees to be in an anti2union videoD
1. No* it+s li,e a "ollFit !ould be hard or an em"lo#ee to sa# no.
C. 4an a union do itD
1. Onl# i it+s the em"lo#ees themselves ta"ing. I it+s non2em"lo#ee union
organiBers* the# cannot.
/. 1roble ?= #a2e 1--:3an an e#loyer sear"h i%@s eail sys%e $or 2ri#es?
A. 9#loyer has %he ri2h% %o re2!la%e %he !se o$ i%s "o#!%er sys%e.
B. De#en&s on whe%her wha% %hey are &oin2 is "onsi&ere& #ollin2.
/I. 'L(& v. *x!hange Parts Co. 5647?96
A. 118,8),:Union %ells "o#any %ha% a aAori%y o$ e#loyees ha& &esi2na%e& i% as %heir
bar2ainin2 re#.
B. 1181?8),:Union $ile& a #e%i%ion $or an ele"%ion. 9le"%ion is se% $or (81-8?0.
3. (848?0:3o#any sen% le%%er %o e#loyees &e%ailin2 %he bene$i%s %hey@.e #ro.i&e& sin"e
1,4,= an& a&&e& new bene$i%s.
1. 9#loyer &i&n@% say %ha% he wo!l& %a+e away bene$i%s i$ %he !nion "ae= b!% yo!
"o!l& ar2!e %ha% i% is i#lie&.
D. Union %hen los% ele"%ion.
9. Iss!e6 3an an e#loyer "on$er e"onoi" bene$i%s on his e#loyees shor%ly be$ore a
re#resen%a%ion ele"%ion?
F. Boar& $o!n& %ha% %he e"onoi" bene$i%s were arran2e& wi%h %he in%en%ion o$ in&!"in2 %he
e#loyees %o .o%e a2ains% %he !nion= so i% .iola%e& -'a0'10. 3 o$ A &enie& en$or"een%=
sayin2 %ha% %he bene$i%s were #eranen%.
7. S3 re.erse& 3 o$ A= an& !#hel& %he boar&6
1. Em"lo#er cannot oer ne! beneits to em"lo#ees right beore an election to
entice the em"lo#ees to vote against the unionFit violates ?(a)(1).
i. ;he bene$i%s wo!l& a$$e"% %he e#loyees@ abili%y %o a+e a $ree "hoi"e.
ii. 9#loyees are no% li+ely %o iss %he in$eren"e %ha% %he so!r"e o$ bene$i%s now
"on$erre& is also %he so!r"e $ro whi"h $!%!re bene$i%s !s% $low an& whi"h
ay &ry !# i$ i% is no% obli2e&.
%. ;he &an2er inheren% in well-%ie& in"reases in bene$i%s is %he s!22es%ion o$ a ist
inside the velvet glove.
'. 9.en %he alos%-eB#li"i% re$eren"e %o .o%e a2ains% %he !nion wasn@% ne"essary.
/II. 1roble (= #2 1,0 'loo+ i% !#06
1. Even i em"lo#er had been "lanning !age increases beore the union came around* it
still aces the same "roblems as above.
1. &o #ou can+t grant the increase* unless #ou can sho! that it+s $ust business as
usual.
i. There !ill be a "resum"tion that this is !rong* so em"lo#er has to sho!
evidence that the "a# increase !as going to ha""en regardless.
;nion 6isconduct 1ecting &el2OrganiBation:
I. &ection ?(b)(1):
1. It shall be an unair labor "ractice or a labor organiBation or its agents to restrain or
coerce em"lo#ees in the eGercise o the rights guaranteed in section > (including the
right to rerain rom union activities)
II. 5y#o6
A. Union or2ani<er #roise& heal%h"are= hi2her wa2es '%a+e ba"+ CbillionsD alle2e&ly s%olen
$ro #oor "o!ni%ies0 'os%ly $eale ii2ran% wor+ers0
B. Is %his "oer"i.e?
1. Fo%e6 in hi2hly !nioni<e& %y#e o$ wor+ where %here is only one "o#any %ha% has
non-!nioni<e& e#loyees= !nions will o$%en %ry %o A!s% sh!% &own %he "o#any %han
ha.e i% be non-!nion.
2. 1robably no%
i. Sin"e !nions &on@% really ha.e #ower= %hey "an say %his %y#e o$ s%!$$.
ii. &ection ?(b)(1) is narro!er than ?(a)(1).
3. Wha% i$ i%@s a b!n"h o$ ob 2!ys who "oe an& %ry %o 2e% yo! %o Aoin?
1. Sees %o be "oer"ion
III. Fraud or intimidation !ould be "roscribed (orbidden) b# ?(b)(1)
A. 9Ba#les o$ $ra!& or in%ii&a%ion '#2 1,(06
1. Wi.es an& "hil&ren be%%er s%ay o!% o$ %he way
C. &eems to have to be reall# eG"licit andJor criminal
Final !ords on &ection >:
I. 9s%ablishe& by Wa2ner A"% as %he Chear%D o$ %he FLRA= b!% lan2!a2e o$ Se"%ion / %ra"eable
all %he way %o Forris La 7!ar&ia A"% an& Fa%ional Re"o.ery A"%.
II. 7enerally= an& no% wi%ho!% eB"e#%ions= en"o#asses6
a. Sel$-or2ani<a%ion
b. ;o $or= Aoin= or assis% labor or2ani<a%ions
". ;o bar2ain "olle"%i.ely %hro!2h re#resen%a%i.es o$ %heir own "hoosin2
&. ;o en2a2e in o%her "on"er%e& a"%i.i%ies $or %he #!r#ose o$ "olle"%i.e bar2ainin2 or o%her
!%!al ai& or #ro%e"%ion '%he har&er "ases= as we ha.e seen0
III. Also %he ri2h% %o no% en2a2e in any o$ %hese a"%i.i%ies.
I4. ;here@s a s%!&y '#2 1,?0 %ha% says %ha% os% wor+ers ha.e $ir o#inions abo!% whe%her or no%
%hey wan% a !nion= e.en be$ore a "a#ai2n has be2!n= an& %he "a#ai2n on ei%her si&e is
ra%her ine$$e"%i.e.
a. Rosa&o &oesn@% really b!y i%.
i. S%!&y is base& only on one "i%y.
ii. 5a.e %o loo+ a% e#loyen% "on&i%ions a% %he %ie.
b. ;here are newer= be%%er s%!&ies.
i. 6ain reason !h# !e have such lo! union rates is that com"anies have
outsourced the $obs that used to be unioniBed to other countries.
ii. These $obs have been re"laced b# service $obs that have not been as
successul at unioniBing.
:erman <or, 4ouncils:
I. Sho!l& 7eran Wor+s 3o!n"ils be es%ablishe& in %he USA?
a. 3hara"%eris%i"s6
i. Fon-!nion or2ans $or e#loyee re#resen%a%ion.
ii. >ebers ele"%e& by "o-wor+ers $or 4-year %er.
iii. 3anno% "all a s%ri+e or o%her in&!s%rial a"%ion b!% "an #ar%i"i#a%e in one "alle& by
%he !nion an& "an "ollabora%e wi%h %he !nion.
i.. ;ie& %o ana2een% in ways %ha% !nions aren@%
1. >!s% +ee# "o#any se"re%s %ha% %hey "an@% share wi%h e#loyees.
a. So wor+s "o!n"il is !"h less a""o!n%able %o e#loyees %han
!nion.
2. F!n&e& by e#loyer.
b. Ri2h%s an& 1owers o$ Wor+s 3o!n"ils6
i. In$ora%ion an& ri2h% %o be hear&6
1. Obser.an"e o$ s%a%!%ory obli2a%ions o$ e#loyer %ha% a$$e"% wor+ers
'heal%h an& sa$e%y= e.2.0
2. 3ons%r!"%ion an& reno.a%ion o$ $a"ili%ies
(. I$ e#loyer hires ore %han 20 e#loyees= wor+s "o!n"il !s% be
#ro.i&e& wi%h in$ora%ion o$ new hires= re&e#loyen% or %rans$er o$
e#loyees
4. ;erina%ion o$ e#loyees
). 7eneral b!siness a%%ers i$ e#loyer has ore %han 100 e#loyees.
a. Unions &on@% 2e% %his
ii. 4e%o o$ e#loyer &e"isions6
1. 5irin2= &e#loyen% an& %rans$er o$ e#loyees= b!% !s% i&en%i$y
#ar%i"!lar obAe"%ions.
2. 3an %hen be %a+en %o labor "o!r% by e#loyer
iii. 3o&e%erina%ion 'e#loyer must a+e &e"ision a$%er rea"hin2 a2reeen% wi%h
W3 on .ario!s iss!es= in"l!&in206
1. S"he&!lin2
2. De#loyen% o$ labor
(. ;e#orary re&!"%ion o$ wor+
4. In"reasin2 o.er%ie
). Bene$i%s
?. Wa2e s%r!"%!re= e%".
4om"an# ;nions (/iolations o &ection ?(a)(%)):
I. &ection ?(a)(%) sa#s it+s an unair labor "ractice or an em"lo#er to dominate* assist or to
interere !ith the ormation or administration o an# labor organiBation.
II. 3o#anies %rie& %o or2ani<e %heir e#loyees $or .ario!s reasons '$ro a%%e#%in2 %o #roo%e
eanin2$!l e#loyee #ar%i"i#a%ion %o e#loyer-"on%rolle& sha !nions0 in early %o i& 1,00@s.
III. National Industrial .ecover# 1ct o 1='' (NI.1):
A. Se"%ion /'a0 #ro.i&e& %ha% e#loyees shall ha.e %he ri2h% %o or2ani<e an& bar2ain "olle"%i.ely
%hro!2h re#resen%a%i.es o$ %heir own "hoosin2= $ree o$ e#loyer in%er$eren"e= "oer"ion or
res%rain%.
I/. T!o t#"es o com"an# unions:
1. Joint committees on !hich both em"lo#ee and management re"resentatives served
1. ;y#i"ally i#leen%e& by ana2een%= o$%en in res#onse %o an o!%si&e
or2ani<a%ional e$$or%.
2. For! $or &is"!ssion an& "ons!l%a%ion:ana2een% s%ill re%aine& $inal &e"isional
a!%hori%y.
C. ("ost2NI.1) &e"arate meetings o em"lo#ee re"resentatives* reserving meetings !ith
management onl# or "resentation o "ro"osals and discussion.
1. S!##ose&ly %o a+e #lans less s!bAe"% %o "hallen2e on 2ro!n&s o$ in%er$eren"e or
res%rain%= b!% i% was "!s%oary $or ana2een% re#s %o be #resen% a% all ee%in2s %o
2i.e in$ora%ion an& a&.i"e.
2. >ore siilar %o %ra&e !nions in s%r!"%!re an& o#era%ion.
i. 5a& ele"%e& o$$i"ers an& re#s= a ebershi#= by-laws= e%".
(. A$%er FIRA= any eBis%in2 "o#any !nions %rans$ore& in%o %his %y#e= an& any
!nor2ani<e& e#loyers= $ear$!l o$ bein2 "o#elle& %o bar2ain wi%h an o!%si&e
or2ani<a%ion ini%ia%e& a "o#any !nion.
4. Fo &!es= b!% also no %reas!ry 'so no s%ri+e or o%her $!n&in20
4. Re#or% o$ %he Sena%e 3oi%%ee on 9&!"a%ion an& Labor on %he Wa2ner A"%6
1. 4om"an# unions are still allo!ed* but the# can+t eGtend their unctions to collective
bargaining* or be used as a covert means o discriminating against real unions.
C. Casicall#* com"anies can+t interere !ith an# organiBation o their !or,ers that serves
or might serve as a collective bargaining agenc#.
1. I% is i#ossible %o "a%alo2 wha% all wo!l& "ons%i%!%e as in%er$eren"e= so i% will be
&e%erine& on a "ase-by-"ase basis.
%. It is clear* ho!ever* that inancial or other su""ort is a orm o unair "ressure.
1n organiBation or a re"resentative "aid b# the em"lo#er or re"resenting
em"lo#ees cannot command the ull conidence o such em"lo#ees.
4I. *le!tro"ation- .n!. '1,,406
A. 9#loyer a&e soe !nila%eral "han2es a$$e"%in2 e#loyees@ "o#ensa%ion= an& e#loyees
wro%e a #e%i%ion #ro%es%in2 %he "han2es. ;he #resi&en% o$ %he "o#any e% wi%h se.eral
e#loyees %o &is"!ss se.eral e"onoi" iss!es.
B. 1resi&en%= reali<in2 %ha% !nila%eral &e"isions wo!l& be !ns!""ess$!l= &e"i&e& %o "rea%e Ca"%ion
"oi%%eesD a&e !# o$ e#loyees %o "oe !# wi%h sol!%ions %o %hese #robles. I$
ana2een% a##ro.e& %hese sol!%ions= %hey wo!l& be i#leen%e&.
3. 9#loyees a2ree&. 9a"h a"%ion "oi%%ee was %o "onsis% o$ ? e#loyees an& 1 or 2
ebers o$ ana2een%= as well as %he e#loyer@s Bene$i%s >ana2er= Lore%%a Di"+ey= who
"oor&ina%e& %he "oi%%ees.
D. >ana2een% &e%erine& %he n!ber o$ e#loyees who "o!l& si2n !# an& %he res#onsibili%ies
an& 2oals o$ ea"h "oi%%ee.
9. ;he "oi%%ees e% on "o#any #reises= %he e#loyees were #ai& $or %his %ie= an& i%
s%ar%e& abo!% Man. 1,.
F. On Feb. 1(= %he !nion a&e a &ean& %o %he e#loyer $or re"o2ni%ion= e.i&en%ially %he $irs%
%ie %he e#loyer hear& abo!% %he or2ani<in2 e$$or%s.
7. Di"+ey in$ore& %he "oi%%ees %ha% %he e#loyer "o!l& no lon2er #ar%i"i#a%e= b!% %he
e#loyees "o!l& "on%in!e %o ee%.
5. On >ar"h 1)= %he #resi&en% o$ %he "o#any sai& %ha% &!e %o %he !nion@s "a#ai2n= %he
e#loyer "o!l&n@% wor+ wi%h %he "oi%%ees !n%il a$%er %he ele"%ion on >ar"h (1.
I. Iss!es6
1. Do %he a"%ion "oi%%ees "ons%i%!%e Clabor or2ani<a%ionsD as &e$ine& in se"%ion 2')0
o$ %he FLRA?
2. Di& %he e#loyer@s "on&!"% "ons%i%!%e &oina%ion or in%er$eren"e= an& %h!s .iola%e
se"%ion -'a0'20?
M. R!les6
1. 1n organiBation is a labor organiBation i:
i. Em"lo#ees "artici"ate
ii. The organiBation eGists* at least in "art or the "ur"ose o Adealing !ith0
em"lo#ers
a. ;hese &ealin2s "on"ern wor+ "on&i%ions or o%her s%a%!%ory s!bAe"%s.
b. Dealin2 will be "onsi&ere& in a broa& sense.
". I$ e#loyees are a"%!ally a+in2 a ana2erial &e"ision= %hen i% is no%
"onsi&ere& &ealin2.
O. Boar&@s o#inion6
1. ;he &ra$%ers o$ %he Wa2ner A"% belie.e& %ha% e#loyer-&oina%e& !nions were a bi2
obs%a"le %o "olle"%i.e bar2ainin2.
i. I% all &e#en&s !#on whe%her %he e#loyee or2ani<a%ion is en%irely %he a2en"y
o$ %he wor+ers.
2. 3on2ress wan%e& i%s &e$ini%ion o$ Clabor or2ani<a%ionD %o in"l!&e a broa& ran2e o$
e#loyee 2ro!#s= an& i% so!2h% %o ens!re %ha% s!"h 2ro!#s were $ree %o a"%
in&e#en&en%ly o$ e#loyers in re#resen%in2 e#loyee in%eres%s.
(. In Cabot Carbon '1,),0= %he S3 hel& %ha% C&ealin2 wi%hD is broa&er %han %he %er
C"olle"%i.e bar2ainin2D an& a##lies %o si%!a%ions %ha% &o no% "on%e#la%e %he
ne2o%ia%ion o$ a "olle"%i.e bar2ainin2 a2reeen%.
4. When ana2een% "rea%es %he or2ani<a%ion i%sel$ an& &e%erines i%s s%r!"%!re an&
$!n"%ion= i% s!rely &oina%es i% !n&er -'a0'20.
i. When %he $or!la%ion an& s%r!"%!re is &e%erine& by e#loyees= &oina%ion
is no% es%ablishe&.
). 1resen"e o$ an%i!nion o%i.e is no% "ri%i"al %o $in&in2 an -'a0'20 .iola%ion.
?. ;he a"%ion "oi%%ees "ons%i%!%e a labor or2ani<a%ion wi%hin %he eanin2 o$ se"%ion
2')0.
i. 9#loyees #ar%i"i#a%e& in %he "oi%%ees
ii. ;he #!r#ose o$ %he "oi%%ees was %o &eal wi%h e#loyersL
iii. Abo!% "on&i%ions o$ e#loyen%.
/. ;he e#loyer &oina%e& i% an& assis%e& i% wi%hin %he eanin2 o$ -'a0'20.
i. Em"lo#er dominated the labor organiBation because:
a. Em"lo#er created it
b. Em"lo#er unded it
c. Its eGistence rested on em"lo#er+s discretion.
ii. ;he e#loyer "rea%e& %he "oi%%ees= %heir #!r#oses= 2oals an& r!les.
iii. ;he e#loyer #ai& %he e#loyees $or %heir %ie on %he "oi%%ees.
4II. Wo!l& wor+ "o!n"ils be le2al in %he US?
A. Fo= %hey wo!l& .iola%e -'a0'20.
1. Are %hey labor or2ani<a%ions?
i. 9#loyees #ar%i"i#a%e
ii. Wha% abo!% %he .e%o #ower?
a. Sees li+e i%@s no% a labor or2ani<a%ion-%y#e #ower.
b. 5owe.er= e#loyees "o!l& !se i% as a bar2ainin2 "hi#.
iii. A##ro.al an& be hear& ri2h%s "o!l& be C&ealin2.D
i.. 3o&e%erina%ion sees li+e &ealin2.
2. Are %hey &oina%e&?
i. 9#loyer is $!n&in2 %he.
a. 5owe.er= %he e#loyer wo!l& no% ha.e %he ri2h% %o &issol.e %he wor+
"o!n"il= so i% isn@% %ha% %hey wan% %o $!n& i%:%hey are le2ally reH!ire&
%o $!n& i%.
ii. Wor+ "o!n"ils ain%ain "o#any se"re%s.
Em"lo#er 9iscrimination (?(a)(')):
I. ?(a)('): It shall be an unair labor "ractice or an em"lo#er b# discrimination in regard to hire
or tenure o em"lo#ment or an# term or condition o em"lo#ment to encourage or discourage
membershi" in an# labor organiBation.
II. *dward G. &udd M)g. Co. v. 'L(& '1,4(06
A. In 1,((= #er ana2een%@s s!22es%ion an& #lan= e#loyees $ore& an asso"ia%ion an&
ele"%e& re#resen%a%i.es %o "on$er wi%h ana2een% on .ario!s a%%ers o$ !%!al "on"ern.
>ana2een% "oo#era%e& $!lly wi%h %he or2ani<a%ion an& %rea%e& i%s re#resen%a%i.es wi%h
CeB%raor&inary lenien"y.D
B. One s!"h re#resen%a%i.e= Wal%er Wei2an&= %oo+ a&.an%a2e o$ his re#resen%a%i.e role= basi"ally
&oin2 wha%e.er he wan%e&= wi%ho!% any #!nishen% $ro e#loyer.
3. When Wei2an& s%ar%e& %al+in2 %o !nion= he was $ire&.
D. Boar& says6
1. ;his .iola%e& -'a0'(0 be"a!se he was $ire& be"a!se o$ his asso"ia%ion wi%h %he !nion.
%. ;he "o#any ha& #!% !# wi%h hi $or so lon2= b!% %hen all o$ a s!&&en= %hey $ire hi
on"e he is seen as ha.in2 %ies %o a !nion.
'. ;erina%ion o$ e#loyee was a .iola%ion o$ -'a0'(0 be"a!se e.en %ho!2h e#loyee
ha& &e$i"ien% wor+ re"or&= e#loyee was $ire& soon a$%er e#loyer $o!n& o!%
e#loyee was in a !nion= an& "o!r% $o!n& %ha% %here was no &!al o%i.e o$ $irin2=
be"a!se e#loyee "o!l& ha.e been $ire& be$ore= b!% hi2her !#s ha& #ro%e"%e& hi
$ro bein2 $ire&.
9. 3 o$ A a2rees.
F. ;his was a #re%eB% "ase. Wha% i$ %his was a dual motive case?
1. .ule: /iolation o &ection > rights must be a Asubstantial and motivating actor
in the discharge.0 /(ig*t Lin! (1=?H).
%. Em"lo#er must sho! good cause b# A"re"onderance o the evidence.0
'. Basi"ally %he boar& will wei2h all %he $a"%s.
III. Formula or "reteGtJdual motive cases:
1. H#"o: Em"lo#ee is terminated b# em"lo#er ater handing out union l#ers. ;nion sa#s
em"lo#ee !as ired or tardiness.
C. Coard eGamines acts. Three "ossible Coard indings:
1. Em"lo#ee !as terminated merel# or tardiness:
i. Em"lo#ee+s charge dismissed.
%. Em"lo#ee !as terminated merel# or union activit# ("reteGt):
i. Em"lo#erNs deense !as merel# "reteGtual and the Em"lo#ee !ins the
?(a)(') charge.
'. Coth tardiness and union activit# !ere actors in em"lo#ee+s iring (dual
motive):
i. 6ust determine !hether the violation o the em"lo#eeNs &ection > rights
!as a Osubstantial and motivating actorO in the termination o the
em"lo#ee b# the em"lo#er.
ii. Curden then shits to the em"lo#er to "rove b# a "re"onderance o the
evidence that the discharge !as or $ob2related reasons* and the
em"lo#ee !ould have lost his $ob even in the absence o "rotected
conduct.
I4. 'L(& v. $dkins ,rans)er Co. '1,))06
A. A sall %r!"+in2 "o#any in Fash.ille was always "oo#era%i.e wi%h %eas%ers !nion.
B. ;hey hire& 2 e"hani"s %o wor+ in a sho# an& re#air %r!"+s.
3. ;he %wo e"hani"s Aoine& %he !nion. A !nion re# "ae %o "o#any an& sai& %he e"hani"s
nee&e& si2ni$i"an% raises %o 2e% !nion wa2es.
D. 1resi&en% o$ "o#any sh!% &own "o#any be"a!se i% &i&n@% a+e $inan"ial sense %o #ay
e"hani"s %hose wa2es.
9. Boar& sai& %his .iola%e& -'a0'(0= b!% 3 o$ A &isa2ree&.
1. Em"lo#er did not violate N3.1 b# eliminating entire de"artment and
terminating em"lo#ees ater union reEuested that em"lo#er recogniBe the
de"artment+s em"lo#ees as union members.
%. ;here was no an%i-!nion ani!s an& e#loyer si#ly "o!l& no% #ay %he area !nion
wa2es= so "losin2 &i.ision was no% a .iola%ion o$ -'a0'(0.
/. 4ommon .emedies:
1. .einstatement and bac, "a#
C. Never "unitive damages
4I. ,extile Workers Union v. Darlington M)g. Co. 'S3 1,?)06
A. D o#era%e& one %eB%ile ill= b!% was owne& by a lar2er "o#any= Deerin2 >illi+en= whi"h
owne& 1/ %eB%ile an!$a"%!rers.
B. In >ar"h 1,)?= !nion ini%ia%e& an or2ani<a%ional "a#ai2n= whi"h %he "o#any resis%e&
.i2oro!sly in .ario!s ways= in"l!&in2 %hrea%s %o "lose %he ill i$ %he !nion won.
3. ;he !nion won on Se#%. ? by a sall ar2in.
D. 1resi&en% o$ "o#any "alle& a ee%in2 %o &is"!ss "losin2 %he ill= an& %he boar& o$ &ire"%ors
e% an& a2ree& %o &o so= whi"h %he s%o"+hol&ers a##ro.e& on O"%. 1/.
9. ;he #lan% "lose& in Fo.eber= an& e.ery%hin2 ha& been sol& by De"eber.
F. Union $ile& "har2es wi%h %he Boar&= "laiin2 %ha% D ha& .iola%e& Se"%ions -'a0'10 an& -'a0'(0
by "losin2 %he #lan% an& Se"%ion -'a0')0 by re$!sin2 %o bar2ain wi%h %he !nion a$%er %he
ele"%ion.
7. Boar& $o!n& %ha% Darlin2%on .iola%e& -'a0'(0 by "losin2 %he ill &!e %o %he 1resi&en%@s an%i-
!nion ani!s. Boar& also $o!n& Deerin2 liable $or %he !n$air labor #ra"%i"e o$ "losin2 #ar% o$
i%s b!siness $or a &is"riina%ory #!r#ose.
5. 3 o$ A re.erse&= sayin2 %ha% a "o#any has %he ri2h% %o "lose o!% a #ar% or all o$ i%s b!siness
re2ar&less o$ an%i-!nion o%i.es.
I. S3 o#inion6
1. 1n em"lo#er has the absolute right to terminate his entire business or an#
reason.
i. It terminates the em"lo#er+s status as an em"lo#er entirel#.
ii. There is nothing here that the em"lo#er can gain b# shutting do!n the
com"an#.
%. Ho!ever* an em"lo#er cannot close $ust "art o his business because o antiunion
animus. It ma# be a violation o &ection ?(a)(').
i. This !ould discourage the ree eGercise o &ection > rights among the
remaining em"lo#ees.
ii. 9#loyer "an@% &o i% i$ o%i.a%e& by a #!r#ose %o "hill !nionis in any o$ %he
reainin2 #lan%s o$ %he sin2le e#loyer an& i$ %he e#loyer ay reasonably
ha.e $oreseen %ha% s!"h "losin2 will li+ely ha.e %ha% e$$e"%.
'. ' "art test to determine i em"lo#er+s shutting do!n "art o business violates
N3.1:
i. 9oes the em"lo#er have an interest in another business:
a. <hich ma# or ma# not be doing the same ,ind o activit# as the
closed business* and
b. Is o suicient substantialit# to give "romise o receiving a
beneit rom discouragement o unioniBation in that businessD
ii. 9id em"lo#er close the business !ith the intention o curbing union
activitiesD
iii. 4ould em"lo#er have reasonabl# oreseen that its acts !ould discourage
em"lo#ees in other businesses rom engaging in union activitiesD
a. Note: ;nion does not have to "rovide evidence that closing the
com"an# actuall# Achilled0 &ection > rights.
M. On rean&= Boar& $o!n& %ha% Deerin2 >illi+en ha& "lose& %he Darlin2%on #lan% wi%h %he
#!r#ose o$ "hillin2 !nion or2ani<a%ion a% o%her es%ablishen%s in whi"h %hey ha& &oinan%
in%eres%s.
4II. 1roble 1= #2. 2)/6
A. Why only loo+ a% -'a0'(0 an& no% also -'a0'10?
1. ;his in.ol.e& a "o#le%e sh!%&own o$ %he #lan%= a $!n&aen%al #ro#er%y ri2h%.
%. 5ro"ert# rights trum" &ection > rights in the case o !hether or not the
com"an# can close o"erations.
/III. .una!a# sho" test:
1. 9id the em"lo#er transer the !or, to evade union organiBation or bargaining !ith the
union in violation o &ection ?(a)(')D I the ans!er is O#es*O then there is an ;35.
B. B!% wha% is %he ree&y?
1. ;he ao!n% o$ oney %he e#loyees wo!l& ha.e a&e in!s wha% %hey a+e or
sho!l& ha.e a&e a% %heir new Aobs.
%. See se"%ion below.
II. FO;96 Does %he lo2i" o$ labor law s%ar% %o !nra.el here?
A. I% sees !nable %o #ro.i&e a&eH!a%e ree&ies $or "o#anies #i"+in2 !# an& o.in2.
B. Why &i& e#loyer %erina%e e#loyee in *dward &udd?
1. 9#loyee 2o% in.ol.e& wi%h !nion.
3. Why &i& e#loyer "lose &i.ision in $dkins ,rans)er?
1. 9"onoi" reasons
D. Why &o e#loyers o##ose !nions?
1. ;he answer %o os% o$ %hese H!es%ions see %o be lar2ely e"onoi"s
9. Is !nion &is"riina%ion %he sae as ra"ial or seB!al &is"riina%ion?
1. Fo 'Rosa&o sai& we %al+e& abo!% %his be$ore--?0
F. Do $dkins an& Darlington a+e any real sense?
1. Does $or %r!# s!bs%an"e?
%. I%@s all e"onoi".
7. So sho!l& we 2e% ri& o$ $dkins an& Darlington? Sho!l& we 2e% ri& o$ -'a0'(0?
1. >aybe $dkins is A!s% a weir& se% o$ $a"%s. All e#loyers are 2enerally 2oin2 %o
&isli+e !nions.
I. Fo%e on $oreen6
A. While "onsi&ere& %he $irs% r!n2 on %he ana2erial la&&er= %hey were no% %rea%e& as ana2erial
"ollea2!es by hi2her a!%hori%y.
B. Be"a!se %hey were !n#ro%e"%e& by %he 3BAs= %hey "o!l& be $ire& a% will an& o$%en a&e less
%han %he e#loyees %hey were s!#er.isin2.
3. 9.en%!ally= in Pa!kard Motor Car Co. v. 'L(&= %he S3 allowe& $oreen %o Aoin !nions.
D. 3on2ress %hen eBe#%e& s!#er.isors $ro %he &e$ini%ion o$ a s%a%!%ory Ce#loyeeD !n&er
se"%ion 2'(0.
9. Parker>(obb Chevrolet- .n!. v. $uto"obile Sales"en/s Union6
1. Coard said that the discharge o a su"ervisor !ill violate the N3.1 onl# i it
directl# intereres !ith an em"lo#ees+ eGercise o section > rights.
.emedies or ;nair 3abor 5ractices:
I. Phelps Dodge Corp. v. 'L(& '1,4106
1. Iss!e6 9#loyer re$!se& %o hire e#loyees solely be"a!se o$ %heir a$$ilia%ions wi%h a labor
!nion= whi"h was ob.io!sly wron2= b!% wha% ree&ies are a.ailable?
C. An or&er %o "ease an& &esis% $ro s!"h !n$air labor #ra"%i"e in %he $!%!re is $ine.
4. 3o!l& %he e#loyer be $or"e& %o hire %he in&i.i&!als in H!es%ion?
1. I$ %hey ha& $ire& soebo&y $or !nion a"%i.i%y= %hey wo!l& ha.e %o rehire %he= so %hey
sho!l& ha.e %o hire %he.
9. Wha% i$ %he in&i.i&!als ha& alrea&y ob%aine& Cs!bs%an%ially eH!i.alen% e#loyen%D?
1. ;o &eny %he Boar& #ower %o ne!%rali<e &is"riina%ion erely be"a!se wor+ers ha.e
ob%aine& "o#ensa%ory e#loyen% wo!l& "on$ine %he C#oli"ies o$ %his A"%D %o %he
"orre"%ion o$ #ri.a%e inA!ries.
E. I an em"lo#er discriminates in hiring based on "otential em"lo#ees+ union ailiation*
then the em"lo#ees should get bac, "a# rom the date o the discrimination to the date
o their em"lo#ment b# the com"an#* minus actual earnings as !ell as earnings !hich
the !or,er could have earned during the bac, "a# "eriod* but !hich he un$ustiiabl#
reused to earn.
F. Em"lo#ers cannot discriminate based on union activit# !hen hiring em"lo#ees. It
!ould be a violation o ?(a)(')* $ust as it !ould be to disci"line or terminate an em"lo#ee
or union activities.
:. 1lso once reinstated* em"lo#ee must be "rovided !ith bac, "a#* minus mitigation.
II. $&0 0reight S%ste"- .n!. v. 'L(&6
1. The Coard is not "recluded rom ordering the reinstatement !ith bac, "a# o an
em"lo#ee !ho had been discharged in violation o ?(a)(') but !ho had lied under oath
in the hearing beore the Coard+s 13J.
III. ,ea"ster/s Lo!al 7 '200)0 'S!##leen%06
1. Coard held that an em"lo#er ma# disci"line em"lo#ees or misconduct detected through
unla!ul means.
I4. St. George Warehouse '200/0 'S!##leen%06
1. In calculating ho! much bac, "a# is due* and !hether !or,er could have earned
mone# during the bac, "a# "eriod:
1. Em"lo#er has Aburden o "ersuasion0 on !hether the victim had made a
reasonable search or !or,* meaning the em"lo#er had the burden o sho!ing
that there !ere substantiall# eEuivalent $obs !ithin the relevant geogra"hic
area* but
4. Em"lo#ee has the burden o sho!ing that he too, reasonable ste"s to see, those $obs.
4I. Grosvenor (esort '200/0 'S!##leen%06
1. Coard reiterated that the reasonableness o interim $ob searches de"ends on an
assessment o the circumstances o the individual discriminatees* but em"lo#ees must
ma,e eort to ind a $ob.
4II. Lear Siegler- .n!. '1,-,06
1. 9#loyer "lose& #lan% in >i"hi2an an& %rans$erre& o#era%ions %o #lan% in IL an&
s!b"on%ra"%e& !nion wor+.
C. Iss!e6 Whe%her 73 ha& %o show= !n&er Darlington= %ha% e#loyer ha& an in%en% %o "hill !nion
a"%i.i%y when he %rans$erre& an& reassi2ne& wor+ when !nion s%ar%e& %o or2ani<e.
4. Boar& hel&6
1. Fo. 9iscriminator# relocation and discriminator# subcontracting !ere
eG"licitl# distinguished rom "artial closings in Da(lington and have been ound
consistentl# to violate &ection ?(a)(') !hen motivated b# antiunion animus. :4
needs not "rove that relocationJsubcontracting !ould chill &ection > rights.
%. 5roving anti2union animus suices or ?(a)(') violations in cases o
discriminator# relocation and reassignment o !or,.
4III. Coronet 0oods- .n! v. 'L(& '1,,(06
1. D3 3ir"!i% &enie& e#loyer@s #e%i%ion %o re.iew FLRB or&er reH!irin2 e#loyer %o res%ore
%r!"+in2 &e#ar%en%= whi"h i% ha& "lose& in .iola%ion o$ Se"%ion -'a0'(0 o$ %he A"%.
C. 5el&6 FLRB reasonably eBer"ise& i%s broa& &is"re%ion %o ree&y UL1s.
1. So a ore #ower$!l ree&y %han wha% is !s!ally iss!e&.
I7. 5lant closing and &ection ?(a)('):
1. Total closing:
1. Never an ;35
C. 5artial closing:
1. ;35 i it meets Da(lington+s '2"ronged test
4. 9iscriminator# relocation or reassignment (runa!a# sho" or subcontracting):
1. &im"le ?(a)(') anal#sis:
i. <as there anti2union animus (A%0ins 1(ans'!()D
.emedies or em"lo#er coercion and discrimination:
I. ;here are serio!s wea+nesses in %he Boar&@s %ra&i%ional ree&ies in "ases o$ e#loyer "oer"ion an&
&is"riina%ion !n&er Se"%ions -'a0'10 an& '(0.
II. Weiler:C1roises %o Oee#6 Se"!rin2 Wor+ers@ Ri2h%s %o Sel$-Or2ani<a%ion Un&er %he FLRAD6
1. Instead o aiming to "revent em"lo#er intererence !ith the em"lo#ees+ collective right
to sel2organiBe* remedial measures are heavil# oriented to!ard the re"air o harm
inlicted on individual victims o antiunion action b# em"lo#ers.
C. The real "ur"ose o iring em"lo#ees engaged in union activit# isn+t to "unish those
individualsFit+s to brea, the momentum o the union+s organiBing cam"aign.
1. .einstating the em"lo#ee and giving him bac, "a# doesn+t re"air the damage
done to the organiBation eorts.
3. Cac, "a#6
1. De&!"%in2 earnin2s a&e by %he e#loyee in i%i2a%ion only ser.es %o lessen %he
&e%erren% e$$e"% o$ awar&in2 ba"+ #ay.
i. In $a"% %he Boar& sho!l& be able %o &o!ble %he &aa2es %o a+e i% ore o$ a
%hrea% %o %he "o#any.
D. .einstatement6
1. Isn@% e$$e"%i.e ei%her:%he e#loyer will li+ely be .in&i"%i.e %owar&s %he e#loyee=
an& %he e#loyee will li+ely be rel!"%an% %o 2o ba"+.
i. Reins%a%een% is also 2enerally %oo slow %o be e$$e"%i.e.
9. Gissel Bar2ainin2 Or&er 'no% i#or%an%06
1. Says %ha% e#loyer has "oi%%e& so any UL1 '$a"%s ha.e %o be #re%%y o!%ra2eo!s0=
%ha% %hey ha.e %o bar2ain wi%h !nion= re2ar&less o$ %he o!%"oe o$ ele"%ion.
i. 1re%%y ine$$e"%i.e= be"a!se e#loyers ha.e %o bar2ain= b!% &on@% ha.e %o &o
any%hin2.
ii. 9#loyees are #robably no% willin2 %o s%ri+e= so !nion &oesn@% ha.e !"h
le.era2e.
F. All o$ %he ree&ies are %oo slow %o be e$$e"%i.e.
III. ;he Boar& has now been reH!irin2 e#loyers %o ore broa&ly an& e$$e"%i.ely &isseina%e no%i"e o$
i%s wron2&oin2s an& o$ i%s obli2a%ions %o "!re %he.
I4. Interim .elie %o $iB #robles &!rin2 %he lon2 #ro"ess o$ an !n$air labor #ro"ee&in26
A. &ection 1H($) a!%hori<es %he Boar& %o see+ a %e#orary inA!n"%ion in a $e&eral &is%ri"% "o!r% %o
res%rain ei%her %he !nion or %he e#loyer $ro en2a2in2 in !n$air labor #ra"%i"es.
B. ;he Boar& !s!ally A!s% #!rs!es %hese in "ases where e#loyer is in%er$erin2 wi%h or2ani<in2
"a#ai2ns.
1. I$ %he !nion is alrea&y %here= "o!r%s aren@% really 2oin2 %o allow %he.
The .e"resentative Election:
I. I&eally e#loyers wo!l& A!s% re"o2ni<e a !nion.
II. Sin"e %ha% &oesn@% ha##en= %he FLRA "rea%e& an ele"%ion sys%e an& "er%i$i"a%ion #ro"ee&in2s !n&er
Se"%ion ,.
III. ;y#i"al #ro"e&!re6
1. 5etition is iled in one o ' !a#s:
1. Union #e%i%ions $or in.es%i2a%ion an& "er%i$i"a%ion by $ilin2 in %he a##ro#ria%e re2ional
o$$i"e o$ %he FLRB.
i. 1e%i%ion s%a%es6
a. ;he naes o$ %he e#loyer an& %he #e%i%ionin2 !nion
b. ;he si<e an& "o#osi%ion o$ %he !ni% "laie& %o be a##ro#ria%e
". ;he nae o$ any "o#e%in2 !nion
&. Any o%her rele.an% in$ora%ion
2. In %he al%erna%i.e= %he e#loyer ay also $ile a #e%i%ion i$ %wo "o#e%in2 !nions are
#resen%in2 "on$li"%in2 re#resen%a%ion "lais.
(. ,'"0'10'A0'ii06 #e%i%ion $or &e"er%i$i"a%ion6
i. Any e#loyee or 2ro!# o$ e#loyees "an alle2e %ha% a s!bs%an%ial n!ber o$
e#loyees asser% %ha% a aAori%y in %he bar2ainin2 !ni% &o no% wish %o be
re#resen%e& by %he "olle"%i.e bar2ainin2 re#resen%a%i.e "!rren%ly "er%i$ie&.
C. ' Euestions ma# arise:
1. Whe%her %o #ro"ee& wi%h an in.es%i2a%ion an& "er%i$i"a%ion
2. Wha% is %he !ni% a##ro#ria%e $or %he #!r#oses o$ "olle"%i.e bar2ainin2
(. 5ow= an& %o %he eB%en% %o whi"h= $e&eral "o!r%s re.iew FLRB &e"isions in
re#resen%a%ion #ro"ee&in2s.
I4. 7ro!n&s $or no% #ro"ee&in2 %o an in.es%i2a%ion an& "er%i$i"a%ion
A. >os% i#or%an% 2ro!n&s $or no% #ro"ee&in26
1. Wan% o$ a s!bs%an%ial in%eres% on %he #ar% o$ %he #e%i%ionin2 !nion
i. 9#loyees in a #ar%i"!lar wor+#la"e !s% #ro.i&e %he FLRB a show o$
in%eres% %ha% %hey wan% a !nion %o re#resen% %he
a. (0* o$ e#loyees si2n !nion "ar&s
2. 3oission o$ !nree&ie& !n$air labor #ra"%i"es
i. Union ay "hoose %o #ro"ee& %o an ele"%ion= an& i$ i% loses= see+ a bar2ainin2
or&er on %he basis o$ %he #rior e.en%s.
(. A #rior "er%i$i"a%ion or %he la#se o$ less %han a year sin"e %he las% #re.io!s ele"%ion
4. S!bsis%en"e o$ a .ali& "olle"%i.e bar2ainin2 a2reeen%
i. A .ali& "on%ra"% ay bar 'wi%h soe eB"e#%ions0 an ele"%ion $or !# %o %hree
years o$ a 3BA@s %er.
a. I$ %he bar2ainin2 re#resen%a%i.e has be"oe C&e$!n"%D '!nable or
!nwillin2 %o re#resen% %he e#loyees in %he bar2ainin2 !ni%0= %he
"on%ra"% will no% a"% as a bar %o an ele"%ion.
b. An eBis%in2 3BA will no% bar a re#resen%a%ion ele"%ion i$ %he
bar2ainin2 re#resen%a%i.e is in.ol.e& in a Cs"hisD 'a lo"al !nion
.o%es in o#en ee%in2 %o &isa$$ilia%e $ro i%s #aren%0
". A "on%ra"% ay "ease %o o#era%e as a bar when "han2es in
"ir"!s%an"es ha.e o""!rre& &!e %o eB#ansion or "han2es in %he
e#loyer@s o#era%ions.
B. FLRB re.iews %o see i$ %here is a le2i%ia%e show o$ in%eres% %o &e%erine i$ %here is an
a##ro#ria%e bar2ainin2 !ni%.
A1""ro"riate0 Cargaining ;nit
I. N3.1 &ec. =(a):
1. .e"resentatives designated or selected or the "ur"oses o collective bargaining b# the
ma$orit# o the em"lo#ees in a unit a""ro"riate or such "ur"oses* shall be the eGclusive
re"resentatives o all the em"lo#ees in such unit or the "ur"oses o collective
bargaining in res"ect to rates o "a#* !ages* hours o em"lo#ment* or other conditions o
em"lo#ment.
C. I #ou are tr#ing to re"resent a grou" o em"lo#ees* these em"lo#ees must have a
communit# o interest.
II. Fo%e6
A. ;he Boar&@s &e%erina%ion o$ %he a##ro#ria%e bar2ainin2 !ni% is no% a #rereH!isi%e %o
bar2ainin2:e#loyer an& !nion "an a2ree in$orally !#on an a##ro#ria%e bar2ainin2 !ni%.
B. Uni% is "o#rise& o$ Aobs or Aob "lassi$i"a%ions:no% o$ %he #ar%i"!lar #eo#le wor+in2 a% %hose
Aobs a% any 2i.en %ie.
3. ;here i2h% be ore %han one a##ro#ria%e bar2ainin2 !ni%:%he Boar& A!s% ha& %o &elinea%e
one. I% i2h% no% ne"essarily be %he o#%ial one.
III. Se"%ion ,'b06 FLRA only 2a.e %he Boar& inial 2!i&an"e in a+in2 !ni% &e%erina%ions6
A. ;he Boar& shall &e"i&e in ea"h "ase whe%her= in or&er %o ass!re %o e#loyees %he $!lles%
$ree&o in eBer"isin2 %he ri2h%s 2!aran%ee& by %his A"%= %he !ni% a##ro#ria%e $or %he #!r#oses
o$ "olle"%i.e bar2ainin2 shall be %he e#loyer !ni%= "ra$% !ni%= #lan% !ni%= or s!b&i.ision
%hereo$.
C. ' limitations:
1. 4rat em"lo#ees have the right to be re"resented se"aratel#* in s"ite o an
earlier certiication !ithin a more all2encom"assing bargaining unit.
%. The Coard cannot grou" "roessional and non"roessional em"lo#ees !ithin a
single bargaining unit unless a ma$orit# o the "roessional em"lo#ees vote or
inclusion in such unit.
'. :uards and non2guards can+t be included !ithin a single unit.
I/. ;nit determinations can generall# onl# be challenged !hen there is an ;35 at issue.
/. Im"act o unit determinations:
A. ;he bi22er %he !ni%= %he har&er i% is %o or2ani<e.
B. ;he bi22er an& ore &i.ersi$ie& %he !ni%= %he har&er i% is %o re#resen% all !ni% e#loyees $airly.
3. ;he lar2e %he !ni%= %he ore &il!%e& %he i#a"% o$ any sin2le e#loyee in %he sha#in2 o$ !nion
#oli"y.
D. An in"rease& n!ber o$ saller $ra2en%e& !ni%s a+e i% har&er $or %he e#loyer6
1. FreH!en% bar2ainin2 "y"les an& ee%in2s
%. Cwhi#sawD s%ri+es where one !ni%@s s%ri+e bene$i%s ano%her !ni%
9. Fra2en%e& !ni%s= re#resen%e& by &i$$eren% !nions= o$%en brin2 !# &is#!%es be%ween %hose
!nions abo!% %he ri2h% %o re#resen% e#loyees o$ !n"er%ain re#resen%a%ional s%a%!s.
F. Lar2er !ni%s brin2 %he &an2er o$ a ore assi.e wor+-s%o##a2e in %he e.en% o$ a bar2ainin2
&is#!%e
7. 7enerally= !nions will $a.or %he saller !ni%.
4I. When .ol!n%ary a2reeen% on %he !ni% "anno% be a"hie.e&= $oral #ro"ee&in2s are reH!ire&.
A. 9#loyer an& !nion #resen% e.i&en"e.
B. ;he e.i&en"e 2a%here& in %he hearin2 is %ransi%%e& %o %he RD= who &e%erines %he
a##ro#ria%e bar2ainin2 !ni%.
3. ;ha% &e%erina%ion is s!bAe"% %o re.iew= b!% only on lii%e& 2ro!n&s= by %he FLRB.
4II. 9le"%ion !s!ally %a+es #la"e a% %he wor+#la"e wi%h an FLRB a2en% #resen%.
4III. ;ri"+ier i$ %wo !nions are bi&&in2 $or %he sae e#loyees.
A. S%ill nee& a aAori%y $or one o$ %he !nions %o win.
II. 1roble6 ;he 7lobal 3i%ies 3a#ai2n
A. S9IU re#resen%s %ho!san&s o$ non-2!ar&s %hro!2ho!% %he worl&.
B. ;ryin2 %o re#resen% 2!ar&s in 3hi"a2o.
3. 5ow "an %hey &o i%?
1. 3a#ai2n %o 2e% %he e#loyer %o .ol!n%arily re"o2ni<e %he !nion.
I. 1roble 26
A. Re#la"e a re"e#%ionis% '#ar% o$ %he bar2ainin2 !ni%0 wi%h a se"!ri%y 2!ar&.
1. 3an %he e#loyer &o %his?
i. Fo% i$ %he 2!ar& is #er$orin2 re"e#%ionis%@s &!%ies.
II. 4ol!n%ary Re"o2ni%ion 1roble6
A. 9#loyer .ol!n%arily re"o2ni<es !nion= b!% a% eB#ira%ion o$ "on%ra"% sen&s a le%%er sayin2 i%
reo.es re"o2ni%ion an& will no% bar2ain. Law$!l !n&er FLRA?
1. Note that in order or em"lo#er recognition to ha""en* em"lo#ees have to sho!
that over hal the em"lo#ees are interested in union.
%. General Servi!e *"plo%ee Union v. 'L(& '/%h 3ir. 200006
i. Fo= e#loyer !s% bar2ain in 2oo& $ai%h be"a!se nei%her Se"%ion / or -'b0')0
reH!ire "er%i$i"a%ion.
'. ,ru!k Drivers Lo!al Union 'o. A32 v. 'L(& '2n& 3ir. 1,-)06
i. Ges= Boar& a&e reasonable in%er#re%a%ion o$ %he A"% when i% &e"i&e& %ha%
e#loyer reo.e& re"o2ni%ion a$%er eB#ira%ion o$ "on%ra"%.
7II. 4ommunit# o Interest:
A. ;he Boar& see+s %o "rea%e a !ni% whi"h is !ni%e& by communit# o interest= whi"h nei%her
ebra"es e#loyees ha.in2 a s!bs%an%ial "on$li"% o$ e"onoi" in%eres% nor oi%s e#loyees
sharin2 a !ni%y o$ e"onoi" in%eres% wi%h o%her e#loyees in %he ele"%ion or bar2ainin2
"ons%i%!en"y.
C. <hen ma,ing $udgments about Acommunit# o interest*0 actors considered b# the
Coard include:
1. Siilari%y in %he s"ale an& anner o$ &e%erinin2 earnin2s
%. Siilari%y in e#loyen% bene$i%s= ho!rs an& o%her %ers an& "on&i%ions o$
e#loyen%
'. Siilari%y in %he +in&s o$ wor+ #er$ore&
(. Siilari%y in %he H!ali$i"a%ions= s+ills an& %rainin2 o$ %he e#loyees
). FreH!en"y o$ "on%a"% or in%er"han2e aon2 %he e#loyees
-. 7eo2ra#hi" #roBii%y
>. 3on%in!i%y or in%e2ra%ion o$ #ro&!"%ion #ro"esses
?. 3oon s!#er.ision an& &e%erina%ion o$ labor-rela%ions #oli"y
=. 5is%ory o$ "olle"%i.e bar2ainin2
1H. Desires o$ %he a$$e"%e& e#loyees
11. 9B%en% o$ !nion or2ani<a%ion
3. 1ar%i"!larly %ri"+y &e%erinin2 "o!ni%y o$ in%eres% in hos#i%al se%%in2
7III. &ingle2location vs. multi"le2location unit
A. 'L(& v. Chi!ago ealth and ,ennis Clubs- .n!. '/%h 3ir. 1,//06
1. 3an one s%ore8lo"a%ion be an a##ro#ria%e bar2ainin2 !ni%?
i. Boar& sai& yes in bo%h "ases
%. SaBon 1ain%6
i. 3 o$ A sai& one s%ore "o!l&n@% be an a##ro#ria%e bar2ainin2 !ni% be"a!se all
real &e"isions were a&e by &is%ri"% ana2er= no% s%ore ana2er.
ii. 5a.e %o loo+ a% whe%her %he ana2ers o$ ea"h s%ore ha.e eno!2h a!%onoy.
iii. FLRB@s &e%erina%ion %ha% sin2le s%ore was a##ro#ria%e !ni% no% ba"+e& by
s!bs%an%ial e.i&en"e.
i.. SaBon s%ores were an in%e2ra%e& o#era%ion= in"l!&in2 %he er"han&ise %hey
sol& an& #ersonnel o#era%ions.
a. ;he s%ore ana2es@ in.ol.een% in labor rela%ions an& #ersonnel
a%%ers was also lii%e&.
.. ;here was also a his%ory o$ &is%ri"%-wi&e bar2ainin2 !ni%s.
'. 3hi"a2o 5eal%h an& ;ennis 3l!bs6
i. 3 o$ A !#hel& Boar&@s &e"ision sayin2 one s%ore "o!l& be an a##ro#ria%e
bar2ainin2 !ni%.
ii. Siilarly %o SaBon= ha& 1? s%ores in %he sae 2eo2ra#hi" s#a"e an& soe
"en%rali<a%ion.
iii. 5owe.er en$or"een% or&er was 2ran%e&. One 2y was an a##ro#ria%e
bar2ainin2 !ni%= be"a!se ser.i"es o$$ere& by s%ores were &i$$eren%= ana2ers
ha& a!%onoy= an& %here was no his%ory o$ &is%ri"%-wi&e bar2ainin2 !ni%s.
C. To decide !hether single2location or multi"le2location unit is a""ro"riate* consider:
1. <hether multi"le units are ull# integrated* including:
i. 6erchandise sold or services oered
ii. 5ersonnel o"erations
%. <hether managers had autonom#
'. <hether there !as a histor# o district2!ide bargaining units
7I/. 6ulti2em"lo#er Cargaining:
A. ;he %er Ce#loyerD in"l!&es any #erson a"%in2 in an e#loyer@s in%eres% an& %ha% #erson
i2h% be an asso"ia%ion.
C. The Coard cannot direct an election or an initial union re" in a multiem"lo#er unit.
1. S!"h a !ni% "an only be es%ablishe& "onsens!ally= a$%er a re#resen%a%i.e has been
&esi2na%e&.
4. In determining !hether a unit is a""ro"riate* the Coard loo,s or an em"lo#er+s
"artici"ation or a substantial "eriod o time in $oint bargaining negotiations and its
consistent ado"tion o the agreements resulting rom such negotiations.
1. &uch a controlling bargaining histor# indicates a desire on the "art o the
"artici"ating em"lo#ers to be bound b# $oint* rather than individual* action and
!arrants the establishment o the multi2em"lo#er unit.
D. Charles D. &onanno Linen Servi!e- .n!. v. 'L(& '1,-206
1. Bonanno was eber o$ !l%ie#loyer bar2ainin2 !ni%= an& ne2o%ia%ions ha& been
2oin2 on $or a lon2 %ie.
%. Union sele"%i.ely s%r!"+ Bonanno. O%her e#loyers in !ni% lo"+e& o!% e#loyees.
'. Bonanno hire& #eranen% re#la"een%s an& %rie& %o wi%h&raw $ro bar2ainin2 !ni%.
(. ;he res% o$ %he !ni% an& %he !nion rea"h an a2reeen%= an& Bonanno s%ill re$!ses %o 2o
alon2 wi%h i%.
). Iss!e6 3an an e#loyer !nila%erally wi%h&raw $ro a !l%ie#loyer bar2ainin2 !ni%?
-. Boar&= 3 o$ A= an& S3 all a2ree:Bonanno "an@% &o %his.
>. An i#asse is no% s!$$i"ien%ly &es%r!"%i.e o$ 2ro!# bar2ainin2 %o A!s%i$y !nila%eral
wi%h&rawal.
?. Em"lo#er that !as "art o a multi2em"lo#er bargaining unit violated &ection
?(a)()) !hen it reused to eGecute the 4C1 reached b# union and em"lo#er
association even though union and association had reached im"asse "rior to
reaching an agreement.
=. Im"asse is not an Aunusual0 circumstance that $ustiies em"lo#er+s !ithdra!al
rom bargaining.
i. In $a"%= i#asse is H!i%e "oon an& ay be bro!2h% abo!% in%en%ionally by
one or bo%h #ar%ies as a &e.i"e %o $!r%her= ra%her %han &es%roy= %he bar2ainin2
#ro"ess.
1H. Em"lo#er not bound b# the 4C1 only i it !ithdra!s rom negotiations b!'o(!
bargaining begins.
i. On"e ne2o%ia%ions s%ar%e&= wi%h&rawal is #eri%%e& only i$ %here is C!%!al
"onsen%D or C!n!s!al "ir"!s%an"es.D
11. &ame rule or unions (El C!((ito .ill 2 Lu"b!( Co.)
9. Is e#loyer bo!n& i$ i% &oes no% ha.e no%i"e %ha% ne2o%ia%ions ha.e be2!n '!nion is wor+in2
!n&er ass!#%ion %ha% e#loyer +nows0?
1. 7enerally= no.
%. One o!%lier "ase.
F. :enerall#* consent is reEuired or multi2em"lo#er bargaining units.
:. A4ontingent0 (or Anon2standard0) em"lo#ment:
1. Lease& wor+ers:#eo#le s!##lie& by an& !n&er "on%ra"% wi%h one e#loyer= b!% who
#er$or ser.i"es $or a se"on& e#loyer !n&er "on%ra"% wi%h %he s!##lier o$ labor
ser.i"es.
i. Boar& hel& %ha% all %hose e#loyees "an be one !ni%
a. Us!ally= %here wo!l& nee& %o be an a2reeen% o$ all %he e#loyers.
%. I$ a "o#any %ha% "on%ra"%e& %o o#era%e a hos#i%al@s &e#ar%en% o$ anes%hesiolo2y was
a Aoin% e#loyer wi%h %he hos#i%al o$ %he #ersonnel e#loye& %o &o %ha% wor+= %hose
e#loyees "o!l& no% be in"l!&e& in a !ni% o$ %he hos#i%al@s e#loyees absen% %he
"on%ra"%ors "onsen%= $or s!"h wo!l& also be a !l%i-e#loyer !ni% 'Lee ospital=
o.er%!rne& in M.&. Sturgis= %hen reins%a%e& in .S. Care0.
7/.4oordinated (or 4oalition) Cargaining:
A. General *le!tri! Co. v. 'L(& '1,?,06
1. 79 has 2,0=000 e#loyees re#resen%e& by ore %han -0 !nions in ro!2hly 1)0
bar2ainin2 !ni%s. Abo!% -0=000 wor+ers were re#resen%e& by %he IU9.
%. Us!ally 79 ne2o%ia%e& wi%h !nions se#ara%ely= b!% IU9 an& / o%her !nions &e"i&e& %o
2e% %o2e%her an& bar2ain as a 2ro!#.
'. 79 re$!se& %o bar2ain wi%h %he 2ro!#.
(. Iss!e6 3o!l& a !nion in"l!&e ebers o$ o%her !nions in ne2o%ia%ions wi%h
e#loyers?
). R!le6
i. Em"lo#ees can choose to have !hoever the# "lease to re"resent them in
their negotiations. It+s not the em"lo#er+s right to choose.
ii. Em"lo#er must sho! that a re"resentative "resents a clear and "resent
danger to the collective bargaining "rocess.
a. This means that i the inclusion o members in a bargaining unit
"rovides evidence o bad aith or ulterior motive that could
undermine the collective bargaining "rocess* it !ill not be an
unair labor "ractice or the em"lo#er to reuse to bargain.
.evie! o .e"resentation 5roceedings (Judicial .evie! o N3.C A.0 4ases):
I. 1H(): .evie! o inal order o Coard on "etition to court:
1. Any #erson a22rie.e& by a $inal or&er o$ %he Boar& 2ran%in2 or &enyin2 in whole or in #ar%
%he relie$ so!2h% ay ob%ain a re.iew o$ s!"h or&er in any US "o!r% o$ a##eals in %he "ir"!i%
wherein %he !n$air labor #ra"%i"e in H!es%ion was alle2e& %o ha.e been en2a2e& in or wherein
s!"h #erson resi&es or %ransa"%s b!siness= or in %he US 3o!r% o$ A##eals $or %he Dis%ri"% o$
3ol!bia= by $ilin2 in s!"h "o!r% a wri%%en #e%i%ion #rayin2 %ha% %he or&er o$ %he Boar& be
o&i$ie& or se% asi&e.
II. Re#resen%a%ion #ro"ee&in2s are no% $inal or&ers= so %hey "anno% be re.iewe&= !nless %here is an UL1
in.ol.e&.
1. 9.en when re.iew "an be se"!re& in a "o!r% o$ a##eals= i% is &i$$i"!l% %o se"!re a re.ersal on
%he eri%s o$ a Boar& re#resen%a%ion &e"ision.
1. S!"h a%%ers as %he a##ro#ria%eness o$ %he bar2ainin2 !ni% an& %he i#a"% o$ a #ar%y@s
s#ee"h or "on&!"% !#on %he o!%"oe o$ a labor ele"%ion o$%en raise "o#leB or s!b%le
iss!es %ha% are bes% han&le& by %he Boar&.
III. $0L v. 'L(& '1,4006
1. ;he en%ire s%r!"%!re o$ %he A"% e#hasi<es= $or #!r#oses o$ re.iew= %he &is%in"%ion be%ween an
Cor&erD o$ %he Boar& res%rainin2 an !n$air labor #ra"%i"e an& a "er%i$i"a%ion in re#resen%a%ion
#ro"ee&in2s. ;he one a!%hori<e& by Se"%ion 10 ay be re.iewe& by %he "o!r% on #e%i%ion o$
%he Boar& $or en$or"een% o$ %he or&er= or o$ a #erson a22rie.e&= in "on$ori%y %o %he
#ro"e&!re lai& &own in Se"%ion 10= whi"h says no%hin2 o$ "er%i$i"a%ion. ;he o%her= a!%hori<e&
by Se"%ion , is nowhere s#o+en o$ as an or&er= an& no #ro"e&!re is #res"ribe& $or i%s re.iew=
a#ar% $ro an or&er #rohibi%in2 an !n$air labor #ra"%i"eL
I4. Leedo" v. @%ne '1,)-06
1. An asso"ia%ion was "rea%e& %o re#resen% %he non-s!#er.isory #ro$essional e#loyees a% a
#lan%. ;he Boar& &e"i&e& %o in"l!&e ) o%her "a%e2ories o$ non-#ro$essional wor+ers= "rea%in2
a iBe& non-#ro$essional8#ro$essional 2ro!# '2(( #ro$essionals= , non-#ro$essionals0.
C. ;he Boar& wen% %hro!2h wi%h ele"%ion= &es#i%e asso"ia%ion@s #ro%es%a%ions= an& when eno!2h
.o%es were "as% in $a.or o$ %he asso"ia%ion@s re#resen%a%ion= %he Boar& "er%i$ie& %he res!l%s.
4. ;he asso"ia%ion bro!2h% a s!i% in US Dis%ri"% "o!r% #ro%es%in2 %he Boar&@s a"%ions.
9. FLRA says yo! "an@% ha.e a bar2ainin2 !ni% "onsis%in2 o$ bo%h #ro$essional an& non-
#ro$essional wor+ers.
E. Iss!e6 Is Boar&@s &e"ision s!bAe"% %o A!&i"ial re.iew?
F. 5ol&in26
1. Ges= i% .iola%es ano%her se"%ion o$ %he a"% ','b0'10= whi"h says %he Boar& shall no%
2ro!# #ro$essionals an& non-#ro$essionals in %he sae !ni% !nless a aAori%y o$ %he
#ro$essionals say i%@s o+ay.
i. So %he Boar& eB"ee&e& i%s a!%hori%y= an& &e#ri.e& %he #ro$essional e#loyees
o$ a ri2h% ass!re& %o %he by 3on2ress.
%. 1 "art# ma# bring a "roceeding in ;& 9istrict 4ourt alleging that the Coard
eGceeded its delegated "o!ers.
'. &uch action is not Arevie!0 in the sense used b# the act.
4. Other!ise rights that !ere given b# 4ongress to the "eo"le !ould have no !a#
o getting enorced.
:. Dissen%6
1. 9#hasi<e& le2isla%i.e his%ory= whi"h so!2h% %o lii% A!&i"ial re.iew.
%. Ingenious counsel !ill ind !a#s to dela# re"resentation "roceedings b# suing in
9istrict 4ourt.
4. &oire v. Gre%hound Corp. '1,?406
1. &aid that L!!%o" eGce"tion is a narro! one* not to be eGtended to "ermit "lenar#
9istrict 4ourt revie! o Coard orders in certiication "roceedings !henever it can be
said that an erroneous assessment o the "articular acts beore the Coard had led it to a
conclusion !hich does not com"ort !ith the la!.
1. Si%!a%ion here was a $a"%!al iss!e= while Leedo" solely &e#en&e& !#on "ons%r!"%ion
o$ %he s%a%!%e.
%. &o #ou can onl# go to district court i the Coard violates a statutor# right.
4I. 1roble 1= #2 (226 A "olle2e 2e%s 18( o$ i%s $!n&in2 $ro %he s%a%e. S"hool o$$i"ials %ry %o say %ha%
s"hool is #!bli"= so %hey are eBe#% $ro FLRA. Re2ional Dire"%or "on"l!&es %ha% %he "olle2e is
#ri.a%e an& %ha% %he ele"%ion !s% be hel& in (0 &ays. Boar& re$!ses %o re.iew %he or&er.
1. 3an %his be %a+en %o %he &is%ri"% "o!r%?
1. Ges. 5owe.er= i% wo!l& no% li+ely be $o!n& %o be #!bli".
%. To determine i an entit# is a O"olitical subdivisionO o a state under the 1ct* the
Coard has to determine !hether the entit# !as O(1) created directl# b# the state*
so as to constitute de"artments or administrative arms o the government* or (%)
administered b# individuals !ho are res"onsible to "ublic oicials or to the
general electorate.O
Ri2h% %o
or2ani<e
D!%y %o re"o2ni<e
!nion
D!%y %o bar2ain
in 2oo& $ai%h
S!bAe"%s o$
bar2ainin2
3on%ra"% %ers 3ore
en%re#rene!rial
"on%rol
7o.ernen% re2!la%ion 1ar%y "on%rol
Negotiation o the 4ollective Cargaining 1greement
EGclusive .e"resentation and 6a$orit# .ule (=(a)):
I. Doesn@% really eBis% in os% o%her "o!n%ries@ labor laws.
II. For a !nion %o be "er%i$ie& or .ol!n%arily re"o2ni<e& by e#loyer= !nion !s% show %ha% e#loyees
wan% %he !nion %o re#resen% %he.
1. Then the union re"resents all em"lo#ees* not $ust the ones !ho voted or it.
III. 5y#o6
A. Union is %ryin2 %o or2ani<e wor+ers in a ho%el 'eB"l!si.e 3hi"a2o ho%el %ha% "a%ers %o
"elebri%ies0.
B. ;here sees %o be a bi2 &i$$eren"e be%ween $ron% o$ %he ho!se s%a$$ 'wannabe a"%resses:
&on@% really "are abo!% !nioni<in20 '2)* o$ s%a$$0 an& ba"+ o$ %he ho!se s%a$$ 'os%ly
ii2ran%:&o wan% !nion0 '/)* o$ s%a$$0.
3. Union only 2e%s "ar&s $or ba"+ o$ %he ho!se #eo#le. Boar& says %hey nee& %o $or one !ni%=
in"l!&in2 bo%h 2ro!#s.
D. Union has ele"%ion an& wins. Fron% o$ %he ho!se s%a$$ &oesn@% wan% %o #ar%i"i#a%e in !nion.
Union says no '$ree ri&er #o%en%ial0.
9. Sho!l& %he $ron% o$ %he ho!se s%a$$ be #eri%%e& %o ne2o%ia%e wi%h e#loyer on %heir own?
1. Fo= %here@s a "o!ni%y o$ in%eres% 'a""or&in2 %o %he Boar&0= an& bo%h 2ro!#s are
non-#ro$essionals= so %here@s no reason %o brea+ !# %he 2ro!#s.
F. 5ow i#or%an% sho!l& %he $ree ri&in2 "onsi&era%ion be? Does $ree ri&in2 see li+e a real
#roble $or !nion or2ani<in2 an& bar2ainin2?
1. I% sees %o be $airly i#or%an%.
2. In baseball= aAor #layers@ abili%y %o ne2o%ia%e bi2 salaries a"%!ally hel#s %he !nion.
7. Wha% i$ one in&i.i&!al A!s% %hin+s %ha% %he 3BA is !n$air be"a!se she wo!l& o%herwise be
2e%%in2 way ore %i#s %han anyone else?
1. She@s s%!"+ wi%h %he !nion= so she@& A!s% ha.e %o H!i%.
a. Go! "o!l& %ry %o ar2!e wi%h %he !nion %ha% %hey wo!l& bene$i% by ha.in2 her
s%ay= e.en i$ i% eans allowin2 her %o bar2ain in&e#en&en%ly be"a!se she
brin2s ore b!siness %o %he "o#any.
I4. Fo%e6 3olle"%i.e a"%ion o$%en has a oral eleen% %o i%.
A. ;hey arise when wor+ers are 2enerally !nha##y.
4. For%h 3o!n%ry6
A. Sho!l& %he !nion be hel& liable $or $ailin2 %o re#resen% $eale eber who s!$$ere& seB!al
harassen% a% wor+ $ro "o-wor+ers?
1. Va!a v. Sipes '1,?/06
a. Union has &is"re%ion o.er whe%her i%@s 2oin2 %o #!rs!e a 2rie.an"e or no%.
b. Ho!ever* a breach o the statutor# dut# o air re"resentation occurs
!hen a union+s conduct to!ard a member o the collective bargaining
unit is arbitrar#* discriminator#* or in bad aith.
B. Wha% i$ !nion says %ha% %hey@re no% 2oin2 %o #!rs!e a 2rie.an"e be"a!se i% i#li"a%es %oo
any !nion ebers= 10 so i% wo!l& lea& %o %oo any "on$li"%s o$ in%eres%= an& 20 1 "o!l& A!s%
$ile wi%h 99O3?
1. I% "o!l& 2o ei%her way.
4I. +... Case Co. v. 'L(& '1,4406
A. Abo!% /)* o$ e#loyees si2ne& yearly "on%ra"%s wi%h e#loyer.
B. While in&i.i&!al "on%ra"%s eBe"!%e& A!2!s% 1= 1,41 were in e$$e"%= a !nion #e%i%ione& %he
Boar& $or "er%i$i"a%ion as %he eB"l!si.e bar2ainin2 re#resen%a%i.e o$ %he #ro&!"%ion an&
ain%enan"e e#loyees.
3. De"eber 1/= 1,41= a hearin2 was hel&= a% whi"h %he e#loyer ar2!e& %ha% %he in&i.i&!al
"on%ra"%s barre& hol&in2 re#resen%a%ion #ro"ee&in2s.
D. ;he Boar& none%heless &ire"%e& an ele"%ion= whi"h %he !nion won.
9. ;he 3o#any re$!se& %o bar2ain wi%h %he !nion in any anner a$$e"%in2 ri2h%s an&
obli2a%ions !n&er %he in&i.i&!al "on%ra"%s while %hey reaine& in e$$e"%.
F. ;he "o#any o$$ere& %o ne2o%ia%e on a%%ers no% a&&resse& in %he in&i.i&!al "on%ra"%s an&
s%a%e& %ha% i% wo!l& bar2ain on all a%%ers a$%er %he in&i.i&!al "on%ra"%s eB#ire&.
7. Boar& hel& %ha% %his .iola%e& Se"%ion -')0.
5. Iss!e6 Were %he in&i.i&!al "on%ra"%s a bar %o %he ne2o%ia%ions or &i& %hey %r!# %he 3BA?
I. S3 5ol&in26
1. A 3BA o!%ran+s any in&i.i&!al "on%ra"%. 9#loyees are 2!aran%ee& e.ery%hin2 in
%he 3BA.
a. I$ %hey wan% %o si2n in&i.i&!al "on%ra"%s= %hey "an= b!% %hey "an@% bar2ain
away any%hin2 2!aran%ee& in %he 3BA.
2. In&i.i&!al "on%ra"%s "an@% &elay FLRA ri2h%s.
(. 3BAs "an lea.e "er%ain areas o#en %o in&i.i&!al bar2ainin2= i$ %he #ar%ies so "hoose.
4. An e#loyee "an .o%e a2ains% re#resen%a%ion= b!% i$ he loses= %o!2h l!"+:aAori%y
r!les.
). Once the em"lo#ees choose to be re"resented b# a union* those rights trum"
individual contracts.
?. Onl# recourse or individual em"lo#ees that !ant to bargain individuall# is to
vote against the union !hen elections are held.
M. Fo%e 2= #2 (/,6
1. 3an e#loyer 2ran% be%%er wa2es an& "on&i%ions %o senior e#loyees %hey &on@% wan%
%o lea.e %o +ee# %he= wi%ho!% a&.isin2 wi%h %he !nion?
a. Fo= %hey sho!l& ha.e &e.elo#e& a #ro#er seniori%y sys%e wi%hin %he 3BA.
b. 9#loyer "an@% e.en raise e.eryone@s wa2es wi%ho!% ne2o%ia%in2 wi%h !nion
re#resen%a%i.e.
O. Fo%e (= #2 (-06
1. Em"lo#er can send out lealets to em"lo#ees* eG"laining their "ositions during
bargaining "rocess.
a. No threats are allo!ed though* naturall#.
b. The# cannot* ho!ever* "oll em"lo#ees to ind out !hether the# su""ort
the em"lo#er+s "ro"osals !hile negotiations are going on (3nit!% 1!)*.
Co(p. v. ,A.).
4II. Se"%ion ,'a0 o$ %he A"%6 Dis"!sses aAori%y r!le.
/III. 1leGis de TocEueville and the At#rann# o the ma$orit#0
A. Wha% is "alle& %he re#!bli" in %he US= is %he %ranH!il r!le o$ %he aAori%y= whi"h is %he
"oon so!r"e o$ all %he #owers o$ %he S%a%e.
B. B!% %he #ower o$ %he aAori%y is no% i%sel$ !nlii%e&.
1. In %he oral worl& h!ani%y= $ustice and reason enAoy an !n&is#!%e& s!#rea"y.
2. In %he #oli%i"al worl& .es%e& ri2h%s are %rea%e& wi%h no less &e$eren"e.
3. ;he aAori%y re"o2ni<es %hese %wo barriers.
II. *"poriu" Capwell Co. v. Western $ddition Co""unit% <rganiBation '1,/)06
A. Iss!e6 In li2h% o$ %he na%ional #oli"y a2ains% ra"ial &is"riina%ion in e#loyen%= &oes %he
FLRA #ro%e"% "on"er%e& a"%i.i%y by a 2ro!# o$ inori%y e#loyees %o bar2ain wi%h %heir
e#loyer o.er iss!es o$ e#loyen% &is"riina%ion?
B. Boar& sai& e#loyees "o!l& no% "ir"!.en% %heir ele"%e& re#resen%a%i.e %o en2a2e in s!"h
bar2ainin2. 3 o$ A re.erse&.
3. S3 o#inion6
1. I% is no% "lear %ha% se#ara%e bar2ainin2 is ne"essary %o hel# eliina%e &is"riina%ion.
a. In $a"% i% i2h% ha.e %he o##osi%e e$$e"%.
2. In %his "ase= %he 3BA ha& a s%ri"% an%i-&is"riina%ion #oli"y an& 2rie.an"e #ro"e&!re.
a. ;ho!2h i% wo!l& ser.e %o "orre"% in&i.i&!al ins%an"es o$ ra"is= i% wo!l& in
%he lon2 r!n s%o# %he #ra"%i"e in 2eneral.
(. 5a.in2 se#ara%e inori%y 2ro!#s %ry %o a&.o"a%e %heir ri2h%s wo!l& #i% inori%ies
a2ains% ea"h o%her.
4. I% also #!%s %he e#loyer in a %o!2h s#o%= be"a!se i% wo!l& ha.e %o .iola%e -'a0')0 in
or&er %o &ire"%ly ee% wi%h inori%ies.
). I$ a !nion re$!ses %o #ro"ess 2rie.an"es a2ains% ra"ial &is"riina%ion= i% is "onsi&ere&
an !n$air labor #ra"%i"e.
?. >aAori%y r!le se"!res all ebers o$ %he !ni% %he bene$i%s o$ %heir "olle"%i.e s%ren2%h
an& bar2ainin2 #ower.
/. 9issident em"lo#ee grou" (e.g.* minorities !ith discrimination issue) cannot
b#"ass the union.
a. 9oing so !ould undermine the ma$orit# re"resentation rights o the
union under the 1ct.
b. 1lso !ould "lace em"lo#er in catch2%% situation.
i. Em"lo#er !ould violate the 1ct i it bargains !ith dissidents and
i it does not.
D. Dissen%6
1. >aAori%y o#inion a+es %hese !nion ebers #risoners o$ %he !nion.
2. ;he b!r&en on an e#loyee %o show %ha% a !nion brea"he& i%s &!%y o$ $air
re#resen%a%ion is a hea.y one.
a. Union a"%ion !s% be arbi%rary= &is"riina%ory= an& in ba& $ai%h.
(. Ra"ial &is"riina%ion is %oo i#or%an% o$ an iss!e %o rely on !nions %o re#resen%
e#loyees $or i%.
9. 1roble 1= #2. (--6
1. I$ %here was no !nion= %he e#loyees wo!l& ha.e been #ro%e"%e&:&oesn@% see
en%irely $air.
F. 1roble 26 wo!l& i% ha.e a%%ere& i$ %he $a"% %ha% %he !l%ia%e obAe"% o$ %he #ro%es%ers was
one %ha% %he aAori%y !nion s!##or%e&?
1. Fo= yo! s%ill ha.e %o 2o %hro!2h %he #ro#er "hannels.
a. ;hese a"%ions i2h% s!b.er% %he !nion@s role as bar2ainin2 re#resen%a%i.e.
2. 3o!r%s &o .ary on how %hey r!le in %his si%!a%ion %ho!2h.
a. Go! ha.e %o analy<e whe%her %he #ro%es%ers are s!b.er%in2 %he role o$ %he
!nion.
I. Re.iew6
1. 6a$orit# rule dominates labor union lie
B. *"poriu" Capwell6
1. 6inorit#Jdissident grou" cannot b#"assJusur" (ma$orit#) union.
3. B!% inori%y &oes ha.e soe ri2h%s.
7I. <rin,le in &ection =(a) o 1ct:
A. Re#resen%a%i.es &esi2na%e& or sele"%e& $or %he #!r#oses o$ "olle"%i.e bar2ainin2 by %he
aAori%y o$ %he e#loyees shall be %he eB"l!si.e re#resen%a%i.es o$ all %he e#loyees in s!"h
!ni% $or %he #!r#oses o$ "olle"%i.e bar2ainin2L
1. 5rovided* that an# individual em"lo#ee or grou" o em"lo#ees shall have the
right to "resent g(i!van)!s to their em"lo#er !ithout the intervention o the
bargaining re"resentative* as long as the ad$ustment is not inconsistent !ith the
terms o a collective bargaining contract or agreement then in eect.
a. 5rovided urther* that the bargaining re"resentative has been given
o""ortunit# to be "resent at such ad$ustment.
B. Bar2ainin2 is no% %he sae as #resen%in2 a 2rie.an"e.
1. Ho!ever* an em"lo#er shouldn+t meet !ith a grou" o em"lo#ees claiming to be
"resenting a grievance* !ithout contacting the union.
a. A sin2le e#loyee is #robably $ine.
2. Wha%@s a 2rie.an"e?
a. Once there is a 4C1* em"lo#ees have rights under the contract. <hen
the# thin, rights are being violated* the# ile a grievance
(. Wha% is bar2ainin2?
a. Re#resen%in2 all %he e#loyees.
7II. 3imits o 6a$orit# .uleFho! can #ou avoid being stiled b# the unionD:
A. In &e$inin2 %he a##ro#ria%e bar2ainin2 !ni%= %he Boar& will a%%e#% %o eB"l!&e 2ro!#s o$
wor+ers who ha.e a "on$li"% o$ in%eres% wi%h %he !ni% in whi"h %he ele"%ion will be hel&.
C. Em"lo#ees have the "eriodic right to vote out the union in a decertiication election (but
this is sub$ect to the contract2bar rule* through !hich a union can insulate itsel against
a decertiication election or u" to ' #ears).
3. Bill o$ Ri2h%s $or !nion ebers 'Lan&r!-7ri$$i%h A"%0
1. 7!aran%ees a s!bs%an%ial eas!re o$ &eo"ra%i" ri2h%s an& #ro"e&!res wi%hin %he
in%ernal a$$airs o$ %he !nion.
D. When bar2ainin2= aAori%y r!le is lii%e& %o s!bAe"%s o$ an&a%ory bar2ainin2.
1. On a%%ers o%her %han Cwa2es= ho!rs= an& o%her %ers or "on&i%ions o$ e#loyen%D
'a+a non-an&a%ory s!bAe"%s0 %here is no &!%y %o bar2ain eB"l!si.ely wi%h %he
aAori%y re#resen%a%i.e.
9. A wor+er who is in %he bar2ainin2 !ni% $or whi"h %he aAori%y !nion s#ea+s &oes no%
a!%oa%i"ally ha.e %o be"oe a eber o$ %ha% !nion '!nless i%@s a "lose& sho#0.
F. In&i.i&!als ha.e %he ri2h% %o #resen% an& #ro"ess 2rie.an"es 's!bAe"% %o ,'a00.
7. D!%y o$ $air re#resen%a%ion 'DFR06
1. See DFR se"%ion.
The 9ut# to Cargain in :ood Faith:
I. >essy an& abi2!o!s area o$ law.
II. &ection ?(a)()):
1. I% shall be an UL1 $or an e#loyer %o re$!se %o bar2ain "olle"%i.ely wi%h %he re#resen%a%i.es o$
his e#loyees.
III. &ection ?(b)('):
1. I% shall be an UL1 $or a labor or2ani<a%ion or i%s a2en%s %o re$!se %o bar2ain "olle"%i.ely wi%h
an e#loyer.
I4. &ection ?(d)6
1. C%o bar2ain "olle"%i.ely is %he #er$oran"e o$ %he !%!al obli2a%ion o$ %he e#loyer an& %he
re#resen%a%i.e o$ %he e#loyees to meet at reasonable times and coner in good aith wi%h
res#e"% %o wa2es= ho!rs= an& o%her %ers an& "on&i%ions o$ e#loyen%= or %he ne2o%ia%ion o$
an a2reeen%= or any H!es%ion arisin2 %here!n&er= an& %he eBe"!%ion o$ a wri%%en "on%ra"%
in"or#ora%in2 any a2reeen% rea"he& i$ reH!es%e& by ei%her #ar%y= but such obligation does
not com"el either "art# to agree to a "ro"osal or reEuire the ma,ing o a concession.D
4. ;he "on"e#% o$ 2oo& $ai%h was bro!2h% in%o %he law o$ "olle"%i.e bar2ainin2 as a sol!%ion %o %he
#roble o$ e#loyers %ryin2 %o en2a2e in %he $ors o$ bar2ainin2 wi%ho!% any s!bs%an"e.
4I. ;wo 2eneral reH!ireen%s6
1. Pualitative reEuirement
1. Ob$ective criteria:
a. 6eeting at reasonable times and coner
b. EGecute a !ritten contract i agreement is reached.
2. &ub$ective criteria:
a. To act in good aith (harder to get at)
i. <hat+s going on in the minds o "artiesD
ii. 3oo, at "arties+ actions
1. Nature o the "ro"osals (A41 an%5i)*!s)
%. .eusal or !illingness to "rovide inormation (1(uitt*
D!t(oit E%ison)
'. 4onduct o "arties a!a# rom bargaining table
(,nsu(an)! Ag!nts)
(. &t#le o bargaining (Coul!arism)
). ;nilateral im"lementation beore im"asse (6at7*
.)Clat)*y)
C. Puantitative reEuirement
1. O<hatO #ou can bargain about Q!ages* terms and conditions o em"lo#ment
versus merel# "ermissive or illegal sub$ects
/II. 5roo must ordinaril# be derived b# dra!ing inerences rom eGternal conduct.
1. Nature o the substantive "ro"osals
C. Tactics or "rocedures em"lo#ed b# the em"lo#er in bargaining !ith the union.
4III. 'L(& v. $>6 @ing SiBe Sandwi!hes- .n!. '1,-406
1. Union alle2e& %ha% %he 3o#any $aile& %o bar2ain in 2oo& $ai%h= an& ins%ea& en2a2e& in
s!r$a"e bar2ainin2.
C. 11%h 3ir. o#inion6
1. In e.al!a%in2 %he #ar%ies@ 2oo& $ai%h= %he Boar& "an eBaine %he s!bs%an%i.e #ro#osals
#!% $or%h.
2. It is clear rom the "ro"osals made over a 1H2month "eriod that the 4om"an#
insisted on unilateral control over virtuall# all signiicant terms and conditions
o em"lo#ment* including discharge* disci"line* la#o* recall* subcontracting*
and assignment o unit !or, to su"ervisors.
a. Its eorts !ere ocused on reEuiring the em"lo#ees to surrender
statutor# rights to bargain* or stri,e* !ithout oering an# real incentive
or a surrender o such rights.
(. ;he 3o#any res#on&e& %o %he Union@s obAe"%ions %o %he brea&%h o$ i%s ori2inal
ana2een% ri2h%s an& <i##er "la!ses by s!bi%%in2 new #ro#osals %ha% were e.en
broa&er.
4. 3o#any@s #ro#osals were so !n!s!ally harsh an& !nreasonable %ha% %hey were
#re&i"%ably !nwor+able.
II. 'L(& v. Cu""er>Graha" Co. '1,?006
1. 9#loyer insis%e& on a no-s%ri+e "la!se= b!% wo!l& no% 2ran% %he !nion@s reH!es% $or an
arbi%ra%ion "la!se.
C. )%h 3ir. "on"l!&e& %ha% a "art# could la!ull# insist on one !ithout the other* and it+s a
decision that needs to be decided at the bargaining table* not b# the Coard or the 4ourt.
I. 'L(& v. er"an Sausage Co. '1,?006
1. I the insistence is genuinel# and sincerel# held* it ma# be maintained orever* though it
ma# "roduce a stalemate.
II. Chevron <il Co. v. 'L(& '1,/106
1. )%h 3ir. re.erse& Boar&@s hol&in2 o$ ba& $ai%h= whi"h ha& been base& #rin"i#ally on %he
e#loyer@s #osi%ion re2ar&in2 ana2een% ri2h%s as well as a no-s%ri+e no-arbi%ra%ion "la!se.
C. The court held that the em"lo#er !as sim"l# utiliBing its economic strength to engage in
hard bargaining !ith a !ea,er union.
III. $tlas Metal Parts Co. v. 'L(& '1,-106
1. Union an& %he "o#any ha& a bar2ainin2 rela%ionshi# sin"e 1,)?. ;hey ha& alos% rea"he&
an a2reeen%= wi%h only %he iss!es o$ !nion se"!ri%y an& &!es "he"+o$$ %o &e"i&e on. ;he
"o#any wan%e& %o eliina%e #ro.isions= whi"h ha& been in %heir "olle"%i.e a2reeen%s $or
20 years= an& re#la"e %he wi%h #ro.isions 2i.in2 e#loyees $ree&o o$ "hoi"e. ;he !nion
s%r!"+ $or 1( wee+s= in"reasin2 %heir &ean&s $or wa2es= an& %he "o#any rein%ro&!"e& soe
o$ i%s ol& &ean&s %ha% ha& alrea&y been se%%le&.
C. FLRB $o!n& a la"+ o$ 2oo& $ai%h bar2ainin2 by %he e#loyer $or "han2in2 i%s &ean&s.
4. >th 4ir. disagreed* sa#ing that either "art# could change its "ositions* i it elt its
economic "osition had become stronger* and that the Coard !as onl# ocused on the act
that the em"lo#er changed its "ositions* not the union.
IIII. 1roble 1= #2. 40-6 3o!l& %he e#loyer insis% %ha% %he "on%ra"% #erio& be .ery shor% 'less %han (
on%hs0?
1. EGtremel# short2term is li,el# going to be considered an ;F3.
C. 3an %he FLRB say %ha% yo! ha.e %o a+e i% a% leas% a year lon2?
1. Fo:Coard can+t ma,e substantive demands.
II4. 1roble 26 Is re$!sal %o in"l!&e a C"he"+o$$ #ro.isionD 'a!%oa%i" &e&!"%ion o$ !nion &!es0 an
UFL?
1. As lon2 as %hey@re bar2ainin2 abo!% o%her s%!$$= sees o+ay= b!% i% is no% en%irely "lear.
C. 3an %he Boar& i#ose a &!es "he"+o$$ #ro.ision?
1. De$ini%ely no%.
4. Is i% a an&a%ory s!bAe"% o$ bar2ainin2?
1. Rosa&o is no% s!re:will resear"h.
I4.1roble 46 3an an e#loyer a+e a #ro#osal= eB#e"%in2 %he !nion %o reAe"% i%?
1. Ges= i% ha##ens all %he %ie.
7/I. The 9ut# to 9isclose Inormation:
1. 'L(& v. ,ruitt M)g. Co. '1,)?06
1. Does %he &!%y %o bar2ain in 2oo& $ai%h reH!ire an e#loyer %o %!rn o.er %o %he !nion
!#on &ean& in$ora%ion in %he #ossession o$ %he "o#any whi"h %he !nion "lais is
i#or%an% %o in$ore& bar2ainin2?
2. 9#loyer o$$ere& 2 an& 182 "en% #er ho!r wa2e in"rease= "on%en&in2 %ha% %he 10 "en%
#er ho!r in"rease %ha% %he !nion wan%e& wo!l& Cbrea+ %he "o#any.D Union wan%e&
%o ha.e an a""o!n%an% %o see i$ %ha% was %r!e. 9#loyer re$!se&.
(. Boar& $o!n& a .iola%ion o$ -'a0')0= sayin2 %ha% !#on reH!es%= an e#loyer !s%
s!bs%an%ia%e i%s e"onoi" #osi%ion by reasonable #roo$.
4. 3 o$ A re$!se& en$or"een%= sayin2 %ha% %o bar2ain in 2oo& $ai%h &oes no% ean %ha%
%he bar2ainer !s% s!bs%an%ia%e by #roo$ s%a%een%s a&e in %he "o!rse o$ bar2ainin2.
). S3 re.erse&= an& &ire"%e& %ha% %he Boar&@s or&er be en$or"e&.
a. 7oo& $ai%h bar2ainin2 ne"essarily reH!ires %ha% "lais a&e by ei%her
bar2ainer sho!l& be hones% "lais.
i. I$ s!"h an ar2!en% is i#or%an% eno!2h %o #resen% &!rin2
bar2ainin2= i% is i#or%an% eno!2h %o reH!ire soe sor% o$ #roo$ o$ i%s
a""!ra"y.
b. Whe%her e#loyees are en%i%le& %o s!bs%an%ia%in2 e.i&en"e is %o be
&e%erine& on a 3B3 basis.
". Em"lo#er violated ?(a)()) b# not "roviding union inormation that
!ould su""ort Em"lo#er+s claim that it !ould be im"ossible to "a#
union+s !age "ro"osal.
&. Em"lo#er must "rovide ino that is n!)!ssa(y o( (!l!vant to a union
discharging its unction as the em"lo#ee+s re"resentative.
e. Cut this is not a p!( s! ruleFdut# to "rovide inormation hinges on the
acts o the "articular case.
C. 1roble 1= #2 4116 Is %his a s!bAe"%i.e or obAe"%i.e %es%?
1. Sees s!bAe"%i.e be"a!se i% is $a"%-base&= 3B3= an& yo! are &e%erinin2 i$ i% is
rele.an% or ne"essary.
2. B!% on"e yo! &e%erine %ha% i% is rele.an%= %he %es% is obAe"%i.e= be"a!se %he
in$ora%ion yo! are see+in2 is obAe"%i.e:e#loyer says CI "an@% #ay %his=D so yo!
"an obAe"%i.ely $in& o!% i$ %his is %r!e.
a. I$ %he e#loyer is sayin2 soe%hin2 %ha% "an be #ro.en wi%h in$ora%ion he
has= %hen i% is a .iola%ion o$ -'a0')0 i$ he &oesn@% #ro.i&e i%.
(. &o the test is ob$ective because it:
a. 9oes not loo, at sub$ective intent directl#.
b. Iners bad aith rom the ob$ective actions and statements o the "arties*
namel#:
i. Factual statements b# the em"lo#er and
ii. Its "rovision or reusal to "rovide evidence i and !hen available
!hen reEuested b# the union.
4. 1s,: 9id em"lo#er reuse to "rovide necessar# or relevant inormation that
!ould su""ort its claimD
a. I #es* then there is an indication o bad aith bargaining.
4. Em"lo#er has to "rovide a list o names and addresses o all em"lo#ees in the unit !hen
the union reEuests (8(u%!ntial ,ns. Co. o' A"!(i)a v. NLRB).
9. 'L(& v. $!"e .ndustrial Co. '1,?/06
1. &4 held that the dut# to disclose unEuestionabl# eGtends be#ond the "eriod o
contract negotiations and a""lies to labor2management relations during the
term o an agreement.
E. Detroit *dison Co. v. 'L(& '1,/,06
1. 9#loyer !se& a#%i%!&e %es%s. ;he 3BA #ro.i&e& %ha% #roo%ions were %o be base&
on seniori%y whene.er %he H!ali$i"a%ions an& abili%ies o$ a##li"an%s were no%
si2ni$i"an%ly &i$$eren%. When ? #osi%ions be"ae a.ailable= 10 !ni% e#loyees
a##lie& $or %he Aobs= b!% none re"ei.e& #assin2 s"ores= so all %he Aobs wen% %o o!%si&e
a##li"an%s.
2. Union $ile& a 2rie.an"e "hallen2in2 %he $airness o$ %he %es% an& %he by#assin2 o$
senior !ni% e#loyees an& reH!es%e& .ario!s a%erials rela%e& %o %he %es%s. ;he
"o#any wo!l&n@% %!rn o.er %he %es%s or %he s"ores. ;he !nion $ile& UL1 "har2es=
"laiin2 %ha% %he reH!es%e& in$o was rele.an% an& ne"essary %o %he arbi%ra%ion.
(. ;he Boar& or&ere& %he 3o#any %o %!rn o.er %he %es% H!es%ions= answer shee%s= an&
in&i.i&!al s"ores &ire"%ly %o %he !nion 'an& no% an eB#er% in%ere&iary0. ;he 3 o$ A
en$or"e& %he or&er.
a. Bo%h re"o2ni<e& %he 3o#any@s in%eres% in ain%ainin2 %he se"!ri%y o$ %he
%es%s= b!% bo%h reasone& %ha% a##ro#ria%e res%ri"%ions on %he !nion@s !se o$ %he
a%erials wo!l& #ro%e"% %ha% in%eres%. Fei%her was re"e#%i.e %o %he
3o#any@s "lai %ha% e#loyee #ri.a"y an& %he #ro$essional obli2a%ions o$
%he 3o#any@s in&!s%rial #sy"holo2is%s sho!l& o!%wei2h %he Union reH!es%
$or %he e#loyee-lin+e& s"ores.
4. Di& %he Boar& ab!se i%s ree&ial &is"re%ion when i% or&ere& %he 3o#any %o &eli.er
&ire"%ly %o %he Union %he "o#ies o$ %he %es%s an& answer shee%s?
a. 1 union+s bare assertion that it needs inormation to "rocess a grievance
does not automaticall# oblige the em"lo#er to su""l# all the inormation
in the manner reEuested.
i. 9ut# hinges on the circumstances o the "articular case.
b. No dut# or em"lo#er to disclose inormation.
i. Em"lo#er had an interest in ,ee"ing inormation (em"lo#eesN
test scores) conidential and the union need or disclosure did not
out!eigh em"lo#er+s interest.
". The remed# selected b# the Coard does not adeEuatel# "rotect the
securit# o the tests and ;nion !ould not suer negative conseEuences i
inormation !as disclosed= so S3 $in&s %ha% %he Boar& ab!se& i%s &is"re%ion
when i% or&ere& %he 3o#any %o %!rn o.er %he %es%s an& answer shee%s &ire"%ly
%o %he Union.
). Sho!l& %he 3o#any ha.e %o %!rn o.er %he in&i.i&!al e#loyee@s s"ores wi%ho!% %heir
"onsen%?
a. Fo= %he 3o#any@s willin2ness %o &is"lose %he s"ores only !#on re"ei#% o$
"onsen%s $ro %he eBainees sa%is$ies %heir -'a0')0 obli2a%ion.
?. ;nions have reci"rocal dut# to disclose relevant and necessar# inormation to
the em"lo#er (Lo)al 13 v. NLRB).
/. Em"lo#ers have to release inormation containing conidential "atient
inormation i it is necessar# and relevant* but union and em"lo#er must
bargain over the "recise inormation and "rovide reEuired saeguards.
a. ;hey &on@% ha.e %o 2i.e e.ery%hin2.
-. Em"lo#er has to "rovide union !ith customer inormation ater customer
com"laint !as used to disci"line bargaining unit member* unless em"lo#er
"roves interest to maintain inormation conidential.
,. 1roble ?6 >!s% e#loyer #ro.i&e !nion wi%h 5R no%e= %a+en a$%er a&.ise& by
"o!nsel= rela%e& %o an in%er.iew o$ an e#loyee %ha% was %herea$%er %erina%e&?
a. Fo= i$ %he no%es were wri%%en in C#re#ara%ion $or li%i2a%ion.D Wor+ #ro&!"%
#er FR31 2?'b0'(0.
I4II. 'L(& v. .nsuran!e $gents/ .nternational Union '1,?006
1. Issue6 3an %he Boar& $in& %ha% a !nion has re$!se& %o bar2ain "olle"%i.ely= !n&er -'b0'(0=
be"a!se &!rin2 %he ne2o%ia%ions i% see+s %o #!% e"onoi" #ress!re on %he e#loyer %o yiel& %o
i%s bar2ainin2 &ean&s by s#onsorin2 on-%he-Aob "on&!"% &esi2ne& %o in%er$ere wi%h %he
"arryin2 on o$ %he e#loyer@s b!siness?
C. Sin"e 1,4,= Union an& 3o#any ha.e bar2aine& "olle"%i.ely. In Man!ary 1,)?= %hey s%ar%e&
ne2o%ia%in2 a new "on%ra"% be"a!se %he ol& one eB#ire& in >ar"h. In Feb.= Union anno!n"e&
%ha% i$ a2reeen% on %he %ers o$ %he new "on%ra"% were no% rea"he& when %he ol& "on%ra"%
eB#ire&= %hey wo!l& en2a2e in "er%ain #lanne&= "on"er%e& on-%he-Aob a"%i.i%ies &esi2ne& %o
harass %he "o#any. 1ar%ies a2ree& !#on one on M!ly 1/= 1,)?.
4. 3o#any "laie& %hese harassin2 a"%i.i%ies .iola%e& -'b0'(0= whi"h says %ha% i% is Can !n$air
labor #ra"%i"e $or a labor or2ani<a%ion or i%s a2en%s %o re$!se %o bar2ain "olle"%i.ely wi%h an
e#loyer= #ro.i&e& i% is %he re#resen%a%i.e o$ %he e#loyees.D
9. Boar& sai& %ha% Union@s %a"%i"s &!rin2 %he "o!rse o$ ne2o%ia%ions "ons%i%!%e& per se a .iola%ion
o$ -'b0'(0.
E. S3 o#inion6
1. It is not an ;35 or union to engage in economic "ressure during negotiationsF
it is* in act* "art o the "rocess.
2. Em"lo#er ma# disci"line em"lo#ees because the activities are not "rotected* but
that is an inde"endent matter.
I4III. 'L(& v. @atB '1,?206
1. Is i% a .iola%ion o$ %he &!%y %o bar2ain "olle"%i.ely i#ose& by -'a0')0 $or an e#loyer=
wi%ho!% $irs% "ons!l%in2 a !nion wi%h whi"h i% is "arryin2 on bona $i&e "on%ra"% ne2o%ia%ions=
%o !nila%erally ins%i%!%e "han2es re2ar&in2 a%%ers whi"h are s!bAe"%s o$ an&a%ory bar2ainin2
!n&er -'&0 an& whi"h are in $a"% !n&er &is"!ssion?
C. I% is a .iola%ion:!nila%eral a"%ion by %he e#loyer is essen%ially %an%ao!n% %o no% bar2ainin2
in 2oo& $ai%h.
4. Em"lo#er violated ?(a)()) because it cannot ma,e unilateral changes to terms and
conditions o em"lo#ment during contract negotiations (!ithout reaching im"asse).
9. It must meet and coner !ith the union regarding mandator# sub$ects o bargaining.
III. M!Clat!h% 'ewspapers- .n!. v. 'L(& '1,,/06
1. D!rin2 bar2ainin2= 9#loyer wan%e& %o "on%rol wa2es wi%h eri% #ay in"reases &e%erine&
by 9#loyer. Union wan%e& %o eliina%e %he eri% sys%e "o#le%ely.
C. Boar& $o!n& %ha% 9#loyer "oi%%e& an !n$air labor #ra"%i"e by !nila%erally i#leen%in2 a
&is"re%ionary eri% #ay #ro#osal= e.en %ho!2h 9#loyer ha& bar2aine& %o i#asse o.er %he
#ro#osal wi%h %he !nion. Boar& ar2!e&6
1. A wholly &is"re%ionary eri% wa2e #oli"y wi%ho!% i&en%i$iable #ro"e&!res an& "ri%eria
&oes no% i%sel$ es%ablish %ers an& "on&i%ions o$ e#loyen% a% any #oin% #rior %o %he
a"%!al eBer"ise o$ %he %his &is"re%ion in se%%in2 &is"re%e wa2e ra%es $or !ni% e#loyees.
4. Boar& "rea%e& eB"e#%ion %o %he r!le %ha% on"e yo! rea"h i#asse= yo! "an i#leen% yo!r
las%= bes%= an& $inal o$$er by sayin2 %ha% s!"h i#leen%a%ion is le2i%ia%e as a e%ho& $or
brea+in2 %he i#asse.
9. 9#loyer ar2!e&6
1. Boar& la"+e& %he a!%hori%y %o a+e %ha% eB"e#%ion.
2. Boar& i#li"i%ly %rea%s 9#loyer@s eri% #ay #ro#osal as a #erissi.e bar2ainin2
s!bAe"%= e.en %ho!2h i%@s a an&a%ory s!bAe"%.
(. Boar& ina&eH!a%ely se% $or%h %he bo!n&aries o$ %he eB"e#%ion an& ins!$$i"ien%ly
re"on"ile& i%s own #re"e&en%.
4. A""or&in2 %o 'L(& v. $"eri!an 'ational .nsuran!e 5$'.9= %he Boar& "anno% si% in
A!&2en% !#on %he s!bs%an%i.e %ers o$ 3BAs. ;ha%@s wha% %he Boar& is &oin2 her.
E. 3 o$ A a$$irs6
1. ;he FLRA &oesn@% say whe%her an e#loyer ay i#leen% i%s $inal o$$er a$%er
i#asse= nor &i& %he S3 e.er say %ha%:%he Boar& &i&.
a. ;here$ore= %hey "an "rea%e an eB"e#%ion.
2. ;he Boar& "anno% a"% a% lar2e in eH!ali<in2 &is#ari%ies o$ bar2ainin2 #ower be%ween
e#loyer an& !nion= b!% i% "an a+e &e%erina%ions %ha% i#li"a%e %he Boar&@s
a##raisal o$ "on&i%ions %ha% will a$$e"% %he #ar%ies@ bar2ainin2 #ower.
a. 5ere %he Boar& has &enie& %he e#loyer a #ar%i"!lar e"onoi" %a"%i" $or %he
sa+e o$ #reser.in2 %he s%abili%y o$ %he "olle"%i.e bar2ainin2 #ro"ess.
(. 9#loyer o.errea& $"eri!an 'ational .nsuran!e.
a. AFI &eal% wi%h a ana2een% $!n"%ions "la!se %ha% was %ra&i%ional in %he
ins!ran"e in&!s%ry. 9#loyees@ #ay "anno% be &es"ribe& as a s!bAe"% o$ a
ana2een% $!n"%ions "la!se.
F. Em"lo#er cannot im"lement merit "a# increase even ater im"asse because there is no
substantive com"onent to the "ro"osal.
1. There is nothing to bargain about the merit "a# increase.
:. Em"lo#er+s "ro"osal is a "er se indication o bad aith bargaining because it has no
ob$ective criteria or the "arties to bargain.
H. 1lthough the em"lo#er is normall# not ree to unilaterall# de"art rom the !or,ing
conditions established thereb#* the em"lo#er ma# la!ull# re"udiate the grievance and
arbitration "rocedures set orth in the eG"ired contract !ithout notice to the union or
bargaining to im"asse (e.g.* $ilton4Davis C*!"i)al Co. Div. 1?) N3.C %(1 (1=>H)).
I. ;nion securit# and dues chec,2o "rovisions are eGcluded rom the unilateral change
doctrine because statutor# "rovisions "ermit these obligations onl# !hen s"eciied b#
the eG"ress terms o a 4C1 (?(a)(')) (e.g.* Litton Finan)ial 8(!ssing). The same goes or
no2stri,e clauses.
J. Im"lementing last oer ater bargaining to im"asse:
1. Em"lo#er can im"lement !orse !ages* terms and conditions o em"lo#ment
(<T4E)* or the same ones as in the inal oer* but not better ones.
R. 1 note or the union la!#er rom .)Clat)*y:
1. Im"asse doctrine not set in stoneS
a. The N3.1 doesn+t sa# !hether an em"lo#er ma# im"lement its inal
oer ater im"asse* nor did the &4 ever sa# thatFthe Coard did.
i. Thereore* the# can create an eGce"tion.
3. Sho!l& i#asse &o"%rine be a ne"essary rea&in2 o$ %he A"%?
1. Wha% i$ %here was no Se"%ion -'&0? Wo!l& i#asse &o"%rine be a #erissible
in%er#re%a%ion o$ %he A"%?
II. Phila. ous. $uth. V. P$. L. (elations &d. '1,,(06
1. Em"lo#er violated the 51 5ublic Em"lo#ees .elations 1ct (5E.1) b# unilaterall#
im"lementing ater im"asse its inal oer to the union* but "rior to the commencement
o a stri,e.
C. 5arties had to bargain until legal stri,e declared b# union.
4. Here* "olic# dierences !ere that goals o "rivate enter"rise and government agencies
!ere dierent.
9. 5rivate sector is dominated b# the "roit motive. 5ublic sector is dominated b# the
"ublic interest* in this case* labor "eace.
1. &o a A"ublic0 eGce"tion to im"asse doctrineD
III. CBo!lwarisD
1. 'L(& v. G* Co. '1,?,06
1. 9#loyer #resen%e& a bene$i% #a"+a2e= %hen eB#resse& a C%a+e or lea.e i%D s%an"e= an&
#roo%e& %he #a"+a2e %o %he e#loyees &ire"%ly an& %o %he 2eneral #!bli" as C$air an&
$ir.D
a. 9#loyer sai& i% wan%e& %o a.oi& %he !s!al Chorse %ra&in2D a##roa"h %o
bar2ainin2 where ea"h si&e s%ar%s wi%h !nreasonable #osi%ions= %hen %hey
e.en%!ally ee% soewhere in %he i&&le.
2. Coard held that it violated ?(a)()) because the# !ere not !illing to negotiate.
The# !ouldn+t even meet !ith the ;nion.
(. Em"lo#er committed ;35 because even though ?(d) does not state that
em"lo#er must ma,e concessions* such "ro"osal and unbending irmness is
evidence o bad aith.
4. 6ethod is not "er se violation* but is evidence o it.
a. Horse trading is "reerred method.
&ub$ects o 4ollective Cargaining:
I. &ection ?(d) or =(a):
". Em"lo#er and union must bargain over A!ages* hours* and other terms and conditions
o em"lo#ment.0
II. ' ,inds o sub$ects o bargaining:
". Illegal:
1. Rarely seen
2. 9.2.= "lose& sho#
#. 5ermissive
1. Fei%her #ar%y "an insis% on %he %ers
$. 6andator#:
1. 1ar%ies ha.e %o bar2ain in 2oo& $ai%h !n%il i#asse
2. Wha% !s% #ar%ies &is"!ss re2ar&in2 an&a%ory s!bAe"%s?
a. Whe%her s!"h s!bAe"%s !s% be es%ablishe& by6
i. 3BAN
ii. 1erio&i"al labor-ana2een% &e%erina%ionN or
iii. 1!rely by ana2een%
III. 'L(& v. $"eri!an 'ational .nsuran!e Co. '1,)206
". Union wan%e& all a%%ers s!bAe"% %o arbi%ra%ion. 3o#any wan%e& a Cana2een% $!n"%ions
"la!se=D whi"h sai& %ha% ana2een% ha& $inal &e"ision re2ar&in2 #roo%ions= &is"i#line an&
wor+ s"he&!lin2. 3o#any wo!l&n@% bar2ain o.er %his.
#. Boar& sai& 3o#any@s a"%ions were a per se .iola%ion o$ FLRA.
$. 3 o$ A &enie& en$or"een% o$ %he or&er.
%. S3 a$$ire& %he 3 o$ A@s hol&in2.
1. Coard cannot com"el a "art# to ma,e a concession or sign a contract.
2. 6anagement rights clauses are common and "ermissible* even i the# contain
sti"ulations regarding Aconditions o em"lo#ment.0
3. Coard onl# has to determine i there !as bad aith !hen em"lo#er made the
"ro"osal.
a. In %his "ase= 9#loyer bar2aine& in 2oo& $ai%h.
&. Dissen%6
1. >ana2een% ri2h%s "la!se is li+e #!%%in2 iss!es o$$ %he %able an&= hen"e= sho!l& be a
.iola%ion o$ %he FLRA.
'. 1roble 1= #2 4)26 In M!Clat!h%= %he D3 3ir"!i% hel& %ha% an e#loyer "o!l& no% i#leen%
a$%er i#asse a eri% #ay in"rease be"a!se i% ha& no s!bs%an%i.e "o#onen%= an& i% "as% a
C&is"re%ionary "lo!&.D
1. In $"er. 'at/l .nsuran!e= e#loyer "an #ro#ose ana2een% ri2h%s "la!se whi"h
2i.es i% &is"re%ion o.er a n!ber o$ %ers an& "on&i%ions o$ e#loyen%. 5ow &o
yo! re"on"ile %he %wo "ases?
a. .)Clat)*y carved out a narro! eGce"tion based on the N3.C+s
eG"erience that discretionar# merit "a# increase im"lemented ater
im"asse !ould not lead to a brea, in im"asse even i management
im"lemented it unilaterall# and the "arties used economic !ea"ons.
b. On the other hand* management rights clauses have eGisted or a long
time and have been "art o labor2management relations. &eldom do the#
contain merit "a# increase "rovisions and hence* !ould not cast a
Adiscretionar# cloud0 that !ould lead to "ermanent im"asse bet!een the
"arties.
(. 1roble 26 <hat is the dierence bet!een "ro"osing a Atraditional0 management rights
clause and telling the union it !ould not bargain over certain terms and conditions
contained in such a clauseD
1. 5arties still meet and bargain over the management rights clause. Ho!ever* the
clause could $ust be a !a# o ta,ing things o the table.
I4. 'L(& v. Wooster Division o) &org>Warner Corp. '1,)-06
". 9#loyer insis%e& %ha% 3BA in"l!&e6
1. A Cballo%D "la!se "allin2 $or a #re-s%ri+e se"re% .o%e o$ %hose e#loyees as %o %he
e#loyer@s las% o$$er
2. A Cre"o2ni%ionD "la!se whi"h eB"l!&e&= as a #ar%y %o %he "on%ra"% %he In%erna%ional
Union= whi"h ha& been "er%i$ie& by %he FLRB as %he e#loyees@ eB"l!si.e
bar2ainin2 a2en%= an& s!bs%i%!%e& $or i% %he a2en%@s !n"er%i$ie& lo"al a$$ilia%e.
#. S3 hel&6
1. Em"lo#er could not insist u"on a recognition clause because it !ould violate the
N3.1 b# eGcluding the certiied re"resentative o the em"lo#ees.
2. Em"lo#er could not insist u"on the ballot "ro"osal because it could not settle
an# term o condition o em"lo#mentM it sim"l# regulated the relationshi"
bet!een the union and the em"lo#ees.
$. 5arlan@s &issen%6
1. Re"o2ni%ion "la!se an UL1 be"a!se i% was "learly ille2al !n&er Se"%ion -'&0= whi"h
reH!ires %ha% e#loyer bar2ain in 2oo& $ai%h wi%h %he e#loyee@s re#resen%a%i.es.
2. 5owe.er= ballo% "la!se no% an UL1. 3o!r% wa%ers &own bar2ainin2 whi"h enables a
#ar%y %o #ro#ose a #ar%i"!lar iss!e %ha% is o!%si&e %he s"o#e o$ -'&0= b!% no% %o insis% on
i% as a "on&i%ion o$ a2reeen%. ;his eans %ha% A"% lii%s e$$e"%i.e bar2ainin2 only
%o an&a%ory s!bAe"%s. Ballo% iss!e is #erissi.e s!bAe"% o$ bar2ainin2 an& no% an
UL1 %o insis% on i%.
%. 1roble 1= #2. 4)/6 Is insistence on a non2mandator# to"ic the same as an overall
reusal to bargain (and hence* bad aith bargaining) or should "art# be allo!ed to insist
on "ermissible but not mandator# sub$ect o bargainingD
1. .ational minds can dier.
a. 4ould read ?(d) as sa#ing that onl# those listed items should be
bargained.
b. Or could read it that "arties can bargain about !hatever the# choose* as
long as the# include those mandator# sub$ects.
&. 1roble 26 Wha% a&.i"e sho!l& an a%%orney 2i.e %o ana2een% "lien% who insis%s on non-
an&a%ory "on"ession?
1. Do no% insis% on bar2ainin2 on non-an&a%ory s!bAe"%.
2. Fe2o%ia%e $or .ery $a.orable "on"ession on an&a%ory s!bAe"%s.
3. Si2nal %o !nion %ha% yo! wo!l& be willin2 %o relaB on %he an&a%ory s!bAe"%s i$ !nion
"onsen%s %o bar2ain o.er non-an&a%ory s!bAe"%s an& a+e "on"ession.
'. 1roble ?6 >ay a !nion insis% %ha% a 3BA in"l!&e a #ro.ision $or a (-eber arbi%ra%ion
#anel as %he $inal s%e# in %he 2rie.an"e #ro"e&!re?
1. 1rbitration clause is li,el# a mandator# sub$ect o bargaining because it
concerns relationshi" bet!een em"lo#ees and em"lo#er.
/. 6andator#25ermissive 9istinction:
". Fo%e6 <hat is good or the goose is good or the gander.
#. 5arlan@s &issen% essen%ially broa&ens %he s!bAe"% o$ an&a%ory bar2ainin2.
$. Douds6
1. 1""ro"riate bargaining unit determined b# CoardFnot a sub$ect o bargaining.
%. 0ord Motor Co.6
1. Em"lo#ees "rovided !ith in2"lant ood services and management tried to
increase "rices* but it !as considered a term and condition o em"lo#ment.
&. +ohnson>&ate"en Co.6
1. 9rug tests are mandator# sub$ects o bargaining.
'. 1roble 2= #2. 4?(6 Does e#loyer nee& %o bar2ain o.er 3hris%as bon!s= %ha% i% ha& been
#ro.i&in2 o.er #as% years?
1. De#en&s.
a. &en!h"ark .ndustries- .n!6
i. Fo% .iola%ion o$ %he A"% %o s%o# #ro.i&in2 bon!s be"a!se bon!s 'a
%!r+ey0 was no% a %er o$ "on&i%ion an& e#loyen%.
b. (adio ,elevision ,e!h. S!hool .n!.6
i. 3hris%as bon!s #ro.i&e& by e#loyer was wa2es an& hen"e was
an&a%ory s!bAe"% o$ bar2ainin2.
ii. Aon2 o%her iss!es= e#loyer #ro.i&e& "ash bon!ses in eB"ess o$
E2) $or ore %han 20 years an& s!bAe"% %o %aBes.
c. &onnell:,redagar .ndus.6
i. Lon2-s%an&in2 3hris%as bon!s $or!la "ons%i%!%e& an i#lie& %er
o$ #ar%ies@ "olle"%i.e bar2ainin2 a2reeen% %ha% "o!l& no% ha.e been
al%ere& eB"e#% by !%!al "onsen% by #ar%ies.
ii. 9.en i$ lon2-s%an&in2 3hris%as bon!s $or!la &i& no% "ons%i%!%e an
i#lie& %er o$ #ar%ies@ "olle"%i.e bar2ainin2 a2reeen%= e#loyer@s
!nila%eral al%era%ion o$ bon!s $or!la= wi%ho!% bar2ainin2 %o i#asse=
"ons%i%!%e& a .iola%ion o$ e#loyer@s &!%y %o bar2ain.
(. 1roble (6 Is rent a mandator# sub$ect o bargainingD
1. 8es* i housing is "rovided onl# to em"lo#ees* and em"lo#ees must vacate once
the# terminate em"lo#ment (A"!(i)an "!lting). This !ould ma,e it a
condition o em"lo#ment.
). 1roble (6 <hat about on2site childcare that an em"lo#er had maintainedD
1. <ould be mandator# sub$ect o bargaining because it+s a Acondition o
em"lo#ment0 and germane to !or,ing environment.
*. 1roble )6 hidden video surveillanceFmandator# sub$ects o bargaining
1. A$$e"% e#loyen% "on&i%ion
2. 9#loyees "on%in!e& e#loyen% ay be a$$e"%e& by i%= as in &r!2 %es%s. Colgate>
Pal"olive v. 'L(&
3. >oreo.er= &rewers and Masters- Lo!al 7 v. 'L(& hel& %ha% %here is no in%ernal
se"!ri%y eB"e#%ion %o %he 2eneral r!le an& hen"e 2% has %o bar2ain wi%h !nion
abo!% i%
4I. 0ibreboard Paper Produ!ts Corp. v. 'L(& '1,?406
". Contract with union was about to expire and employer decided to contract
out maintenance work
#. Contracting out was common in C!.
$. 1" #c$ empowers the board to take any a%rmative action including
reinstatement of employees with or without back pay, as will e&ectuate
the policies of '()!.
%. $ontracting out is of immediate concern to both parties and it
+as amenable to being successfully resolved thru $#" +,o
intruding on freedom of management to manage business.
1. )olding limited to the case-the replacement of employees
in e.isting bargaining unit +ith those of an independent
contractor to do the same +or/ under similar conditions of
employment
&. $oncurrence0 +hen decision only has indirect afect on employees
and conditions of employment then the employer does not have
to bargain +ith union
1. 1andatory sub2ects3
a. must have direct impact on employment and no
entrepreneurial implications
2. 4on0mandatory or permissive
a. indirectly or in an uncertain +ay afect 2ob security
b. %irectly imperil 2ob security but lie at the core of
entrepreneurial controls
'. *roblem 2+ 1ust an employer bargain about subcontracting +hen
no members of the bargaining unit are laid of or replaced as a
result of the subcontracting decision5
1. &ntrepreneurial decision to e.pand and doesnt impact
e.isting employees
2. 6ther side00#ecause adding labor costs, union should have a
role in negotiating +ith union
3. Auxilio Mutuo v. NLRB (1
st
cir)0 no re7uirement that you are
actually replacing e.isting employees, so mandatory sub2ect
of bargaining
/II. <aiver b# 4ontract or 5ast 5ractice or <hen &ubcontracting22No ?(a)()) violation
". Westinghouse6
1. 9#loyer ha& %o bar2ain wi%h !nion b!% i% "o!l& ain%ain %he #ra"%i"e o$
s!b"on%ra"%in2 be"a!se %he e#loyer ha& always &one i%
#. I 4C1 "rovides management !ith right to subcontractFma# be !aiver
$. 5ast "ractice
%. No im"act on $ob securit#
4III. 1roble on 4/(6 3an e#loyer re#la"e !ni% ebers wi%h s!b"on%ra"%e& e#loyees a% a ra%e o$
42 s!bs %o - re2!lar i$ i% !se& %o s!b"on%ra"% e#loyees a% a 1-/ ra%io?
". S!b"on%ra"%in2 a% !"h hi2her ra%e %han #as% an& %his hi2her ra%e wo!l& a$$e"% Aob se"!ri%y so
an&a%ory
#. 1s,:
1. <as there a "ast "racticeD
2. <hat did it entailD
3. 9oes "ast "ractice loo, the same as current "racticeD
II. 0irst 'ational Maintenan!e Corp. v. 'L(& '1,-106
". Fa"%s6 Firs% Fa%@l "on%ra"%e& i%s ain%enan"e ser.i"es %o 7reen#ar+. I% was no lon2er
#ro$i%able %o +ee# 7 as a "lien% be"a!se 7 wo!l&n@% #ay ore so Firs% &e"i&e& %o %erina%e
e#loyees wor+in2 a% 7 an& "lose o#era%ions %here
#. Iss!e6 whe%her "losin2 #ar% o$ o#era%ions was an&a%ory s!bAe"% o$ bar2ainin2
$. 5ol&in26
1. 9#loyer showe& %ha% %he en%er#rise is no lon2er .iable= so %here is no nee& %o
bar2ain
2. 4losing do!n "art o o"erations is not a mandator# sub$ect i bargaining !ould
not have a dierent result
3. It is not violation o ?(a)()) i Em"lo#er ails to bargain !ith union regarding
closing o o"erations
a. Cargaining and economic !ea"ons are useless in a situation !here
Em"lo#er+s o"erations no longer are viable
%. Dissen%6
1. Balan"in2 %es% $a.ore& ana2een% o.er e#loyee in%eres%s
&. 5ow !nrela%e& was %he iss!e o$ labor "os%s %o %he "losin2 o$ o#era%ions?
1. Fo% really %r!e be"a!se i$ labor "os%s were lower= aybe "o!l& ha.e a$$or&e& %o s%ay
o#en
'. Is %he "o!r%@s balan"in2 o$ ana2een% an& labor ri2h%s A!s%i$ie& e.en %ho!2h %he a"% &oes no%
s#ea+ o$ ana2een% ri2h%s?
1. A"% %hro!2h ;a$%-5ar%ley #ro.i&es $or ana2een% ri2h%s an& so bo%h "an be
"onsi&ere&
I. United 0ood # Co""er!ial Workers- Lo!al 6C3>$ v. 'L(& 5Dubu=ue Pa!king- Co.9 '1,,4 D3 3ir.06
". D3 3ir hel&6
1. Relo"a%ion o$ #lan% an& e#loyees was s!bAe"% o$ bar2ainin2
#. N3.C :eneral 4ouncil must establish "rima acie case that the em"lo#er+s relocation
decision is a mandator# sub$ect o bargaining b# sho!ing that:
1. Em"lo#er+s decision involved a relocation o unit !or,
2. ;naccom"anied b# a basic change in the nature o Em"lo#er+s o"eration
$. Em"lo#er rebuts "rima acie case b# either:
1. &ho!ing that:
a. <or, "erormed at ne! "lant varies signiicantl# rom old O.
b. Former !or,er discontinued entirel# and not being sim"l# re"laced O.
c. 4om"an# is changing sco"e and direction o enter"rise O.
2. 5roering deense b# a "re"onderance o evidence that:
a. 3abor costs !ere not a actor directl# or indirectl# O.
b. 1rgue utilit#
II. (egal Cine"as .n!. v. 'L(& '200(06
". 9#loyer %erina%e& i%s !nioni<e& #roAe"%ionis%s an& re#la"e& %he wi%h ana2ers who
a&&e& %he #roAe"%ionis% $!n"%ions:now !"h si#li$ie& &!e %o %e"hnolo2i"al "han2e:%o
%heir o%her $!n"%ions.
1. Fo bar2ainin2 wi%h %he !nion abo!% %his &e"ision.
#. FLRB an& 3 o$ A sai& %ha% %he &e"ision was a an&a%ory bar2ainin2 s!bAe"%.
$. The act that Em"lo#er invested in ne! technolog# !as not enough to get out o ;35.
III. Dorse% ,railers- .n!. v. 'L(& '2000 4%h 3ir.06
". <here em"lo#er closes do!n "art o its o"eration* &4 has made clear in Fi(st National
.aint!nan)! that bargaining over decision is not reEuired.
#. 6oreover* economic reasons or moving are not reasons distinct and a"art rom a desire
to decrease labor costs. Indeed* labor costs are inesca"abl# a "art o the economic
calculus that a com"an# must consider in deciding !hether to relocate.
1. &o disagreed !ith Dubu9u! 8a)0ing.
IIII. $llied Che"i!al # $lkali Workers v. Pittsburgh Plate Glass Co. '1,/106
". 9#loyer "han2e& bene$i%s $or re%ire& e#loyees wi%ho!% &is"!ssin2 wi%h !nion.
#. FLRB sai& i% was UL1. 3 o$ A re$!se& %o en$or"e.
$. S3 a$$irs 3 o$ A@s A!&2en%6
1. .etirees !eren+t unit members an#more* and the# !eren+t em"lo#ees under
&ection %(').
2. .etiree beneits don+t settle relationshi" bet!een em"lo#er and em"lo#ees* so
the#+re not a mandator# sub$ect o bargainingF$ust "ermissive.
a. It doesn+t matter that such beneits are commonl# bargained overF
man# issues are commonl# bargained over even though the# are not
mandator#.
II4. Pall &io"edi!al Prods. Corp. '200006
". 8"fter ac7uired9 facility clause not a mandatory sub2ect of $#".
#. ,o be mandatory sub-ect of bargaining, clause must extend the C! to the
employees in new facility.it must be a frontal attack on the relocation of
work
$. 'ote+
1. /s the 0C cir correct in holding, essentially, that a clause that does
less deserves less protection under the !ct than a clause that does
more1
:he ;ole of the Stri/e and :hird <arty *mpasse ;esolution3
*. 4=;" >(d)3
". %etails procedures and notice re7uirements before a stri/e or
loc/out can la+fully be implemented.
#. 2ven more rigorous for health care institutions.
$. >(d)() provides for mediation and conciliation.
//. 3ederal 4ediation and Conciliation 5ervice #634C57$ is
". !uthori8ed to intervene in disputes
#. 0irected to intervene in the non9pro:t private hospital setting.
///. 34C5 can+
". Conciliate and mediate
#. ;r dispel truth from rhetoric of the parties.
$. /n hospital settings, it can call for 63act 3inding oard.7
/<. 'ational 2mergencies, ,aft9=artley 5ections 2">921"+
". *resident calls for board of in?uiry.
#. /f he believes national emergency may occur after ;/ report,
<. ,he e&ect of a strike upon the duty to bargain+
". Stri/e is part and parcel of collective bargaining.
1. NLRB v. J.H. Rutter Mfg. Co.+
a. Stri/e does not 2ustify refusal of employer to bargain
+ith union
2. Phelps Dodge Copper Products+
a. *f stri/e activity not protected, then employer need
not bargain
?*.&ssentially, stri/es address mar/et failure.
". /n perfect markets, employees get paid e?uilibrium wage.
#. ut markets are not perfect and may fail #for example, lack of information$
$. 5trike and lockout are ways to prove which side is right regarding
6market7 wage.
?**. Stri/e ;eplacements3
". Stri/ers can be replaced temporarily or permanently.
#. #ut employer must be+are3
1. #ypassing union
2. <roviding better +ages, terms and conditions (@:A$&) of
employment to replacements.
3. 4o duty to bargain +ith union regarding @:A$& of
replacements.
<///. Land Air Delivery !nc. v. NLRB #1@AA$+
". 3acts+
1. 2mployer employed both unit members and independent
subcontractors.
2. /n 'ov. 1@AB, all 13 unit employees struck. 2mployer signed
agreements with 12 subcontractors between 3eb. 2" and 4arch 1,
1@AC.
3. 2mployer had hired a few replacement employees, but by 4arch
1@AC, all bargaining unit positions had been eliminated.
B. !pril @, 1@AC.strike ended and all union members o&ered to return
to work unconditionally, but 2mployer wouldnDt hire them back
because theyDd been replaced by independent subcontractors.
#. !n employer.absent an economic strike.is obligated to bargain with his
union before he decides to subcontract. =owever, an employer facing an
economic strike is entitled to replace strikers permanently with new
employees. 5o can an employer replace strikers with permanent
subcontractors1
$. oard said no.never.
%. 0C circuit+
1. ! permanent subcontract diminishes the bargaining unit by the
scope of the subcontract.
a. Contracting out all bargaining unit work completely destroys
the bargaining unit.
2. !n employer may not be obliged to bargain with a union about
permanent subcontracting during a strike when that subcontracting
is necessary to the business purpose of keeping the plant
continuously in operation.
a. ,he timing of the decision is a critical consideration.
3. /n this case, subcontracting was not motivated by business
necessity. ,he subcontractors werenDt even hired until 3 months
after the strike started.
B. "n employer may replace stri/ers permanently but not +ith
subcontracted employees.
a. :here may be an e.ception of necessity (Hawaii Meat)
C. Bnion may be able to +in allegiance of permanent
replacements, but never if they are subcontracted.
>. *t +ould be the same as employer decertifying the union
(+hich they cant do).
&. *roblem 1, pg C1>+ $ould employer propose to the union during the
stri/e to replace the entire +or/force +ith subcontracted
employees5
1. Ces-2ust cant do it unilaterally.
'. *roblem 2+ /s the distinction between permanent replacements and
permanent subcontracts a useful one1
1. *robably not
#argaining ;emedies3
/. H.". Porter Co. v. NLRB #1@E"$+
". 2mployer didnDt want to agree to check o& union dues from employeesD
paychecks.
#. ,hey argued about it for A years, but 2mployer didnDt have a good reason
.they -ust didnDt want to help the union in any way, and wanted to avoid
reaching a C!.
$. oard said it was not in good faith and an F(*. C of ! approved.
1. oard remedied the F(* by re?uiring the company to agree to
check o& the dues of workers.
%. /ssue+ /s the oardDs remedy appropriate1
&. 5C+
1. 'o.#oard can re7uire employers and employees to
negotiate, but it cannot compel either party to agree to any
substantive contractual provision of a $#".
2. ,he ob-ect of the '()! was not to allow governmental regulation of
the terms and conditions of employment, but rather to ensure that
both parties could work together to establish mutually satisfactory
conditions.
3. :he #oard could not order employer to agree to a dues
chec/0of provision even if employer refused to agree on
such a clause in order to stall negotiations.
B. Section 1D(c) is limited by >(d).
a. >(d) says no party can be made to agree on a term of
a contract.
b. 1D(c)3 #oard can issue an order re7uiring &mployer to
cease and desist from B=<, and to ta/e such
aErmative action including reinstatement of
employees +ith or +ithout bac/ pay, as +ill efectuate
the policies of this "ct.
C. *f the #oards remedial po+ers are insuEcient, it is up to
$ongress to change that, not the courts.
'. 0issent+
1. ,he oard has power to 6take such a%rmative actionGas will
e&ectuate the policies7 of the !ct #from 5ection 1"#c$$.
2. =ere the employer did not refuse the check9o& for any business
reason or as a bargaining strategy.it did so to avoid reaching any
agreement with the union.
a. /n these limited circumstances, the oard should be able to
impose the check9o& as 6a%rmative action7 to remedy the
Hagrant refusal of the employer to bargain in good faith.
(. So at the end of the day, the union is going to have to stri/e to
get anything done-the #oard is toothless about this type of
thing.
). *roblem 3, pg C2"+ 4=;# could order employer to reinstate
proposal it had previously put on the table if it +ithdre+ it in bad
faith.
*. *roblem B+ 5hould the circuit court enforce order that compelled
employer to rehire workforce and purchase trucks to reestablish status
?uo after it failed to bargain in good faith about partial closing of
operations1
1. ,wo conHicting cases+
a. ;ne said employer had to purchase the trucksI one said they
didnDt.
2. Jou have to determine what the status ?uo would really entail.
//. #$%Cell%& Corporation #1@E"$+
". Fnion won election. Company re?uested review, and the oard a%rmed
the election.
#. Company refused to bargain. Fnion :led charge under A#a$#1$ and #C$.
$. ,rial examiner recommended a cease9and9desist order and that the
company be ordered to make its employees whole for any monetary
losses su&ered on account of the companyDs unlawful refusal.
%. /t is undisputed that the company violated the '()!, but is the remedy
#compensatory damages$ appropriate1
&. oard did not approve of the trial examinerDs remedy.
1. /f the damages were allowed, they would be functionally punitive.
a. ,he '()! does not call for punitive damages.
2. :rial e.aminer (or "=F) lac/s authority to order party to pay
money damages for a violation of >(a)(!).
3. 1oney damages served as punishment because employer
had a debatable issue and it has right to bring such issue
before the #oard +ithout being punished.
'. 0issent+
1. 2mployees were denied of their right to bargain in good faith and
should be compensated for damages resulting from a violation of
their right.
(. *roblem 1, pg C2@+ 0o we agree with the ma-ority.were these really
punitive damages1
1. Jes, it is uncertain what the employeesD damages were, so any
award would have been punitive.
2. =owever, what if there is a simple way to establish what the
damages are1
3. 5hould the !ct provide for punitive damages1
). *roblem 2+ Kould it be proper to permit compensatory damages for
6Hagrant7 violations, rather than merely 6debatable7 ones1
1. /t seems like there might be some grounds for the idea.
*. *roblem 3+ Khat would compensatory damages entail1
1. Khatever the employees would have earned if employer hadnDt
:led suit.
F. *roblem B, pg C2@+ /s the fact that a certi:ed union usually cannot obtain
a :rst contract a sign of statutory weakness1
1. Jes, unions are able to get certi:cation, but then they canDt do
anything.
&mployer ;esponses to $oncerted "ctivity3
/. '()!Ds 63indings and *olicies7 #5ection 1 of '()!$
". *roblem+ /ndustrial strike, di'inution of (ages and obstruction of
commerce+
1. ,he denial by some employers of the right of employees to organi8e
and the refusal by some employers to accept the procedure of
collective bargaining lead to strikes and other forms of industrial
strife or unrest, which have the intent or the necessary e&ect of
burdening or obstructing commerce by a$ impairing the e%ciency,
safety or operation of the instrumentalities of commerceI b$
occurring in the current of commerceI c$ materially a&ecting,
restraining or controlling the How of rawG
#. *roblem+ Fne?ual power between employees and employers, poor
wagesLworking conditions and economic depressions+
1. ,he ine?uality of bargaining power between employees who do not
possess full freedom of association or actual liberty of contract and
employers who are organi8ed in the corporate or other forms of
ownership association substantially burdens and a&ects the How of
commerce, and tends to aggravateG
$. 5olution to interrupt of commerce+ collective bargaining, e?uali8ing
bargaining power
1. 2xperience has proved that protection by law of the right of
employees to organi8e and bargain collectively safeguards
commerce from in-ury, impairment, or interruption, and promotes
the How of commerce by removing certain recogni8ed sources of
industrial strife and unrest, by encouraging practices fundamental
to the friendly ad-ustment of industrial disputes arising out of
di&erences as to wages, hours, or other working conditionsG
%. !nother solution+ restrain some forms of strikes #e.g., secondary boycotts,
hot cargo provisions$ #came from ,aft9=artley amendments$
1. 2xperience has further demonstrated that certain practices by
some labor organi8ations, their o%cers, and members have the
intent or the necessary e&ect of burdening or obstructing
commerce by preventing the free HowG
&. /t is hereby declared to be the policy of the F5 to eliminate the causes of
certain substantialG
//. ,aft =artley !ctDs reciprocal rights+
". /ndustrial strife which interferes with the normal How of commerce and
with the full production of articles and commodities for commerce, can be
avoided or substantially minimi8ed if employers, employees, and labor
organi8ations each recogni8e under law one anotherDs legitimate rights in
their relations with each other, and above all recogni8e under law that
neither party has any right in its relations with any other to engage in acts
or practices which -eopardi8e the public health, safety, or interest.
***. 4=;", Section G3
". &mployees shall have the right to3
1. Self0organiHation
2. :o form, 2oin, or assist labor organiHations
3. :o bargain collectively through representatives of their o+n
choosing
. :o engage in other concerted activities for the purpose of
collective bargaining or other mutual aid or protection
!. :o refrain from any or all such activities
/<. NLRB v. Mac)ay Radio * +elegraph Co. #1@3A$+
". 2mployer has o%ces in di&erent o%ces in country. Fnion strikes in one of
the o%ces. 2mployer brings employees from other o%ces to work there.
Fnion ends strike. 2mployer only hires > of 11 striking employees back
because C of the replacements stayed.
#. 5C+
1. F(*, but only because 2mployer speci:cally didnDt rehire those
employees most active in union.
2. &mployees can be permanently replaced by the employer
even though Section >(b)()(#) of the "ct protects the right
to stri/e.
i. 84othing contained in this clause shall be construed
to ma/e unla+ful, +here not other+ise unla+ful, any
primary stri/e or primary pic/eting.9
ii. '()! 5ection 13+
a. 84othing in this "ctIe.cept as speciJcally
provided for herein, shall be construed so as
either to interfere +ith or impede or diminish in
any +ay the right to stri/e or to afect the
limitations or 7ualiJcations on that right.9
3. &mployer can protect and continue its business by
supplying places left vacant by stri/ers.
. #0icta$ /t does not follow that an employer, guilty of no act
denounced by the statute, has lost the right to protect and continue
his business by :lling places left vacant by strikers. !nd he is not
bound to discharge those hired to :ll the places of strikers.
$. %oes Mackay violate the general policies of the "ct regarding
e7ualiHing bargaining po+er, promoting self0organiHation,
association, and better +ages and +or/ing conditions5
1. /f the employer can -ust replace all the union employees with non9
union employees and pay them less when the union strikes, it
seems to defeat the purpose of the !ct.
2. ,here should be a litigation strategy enacted by the labor unions to
get back some power.
3. #ut +e need to protect management rights. 6ften during
stri/es, the company ends up shutting do+n, and everyone
loses their 2obs.
%. *roblem 1, pg C@2+ Khy doesnDt the replacement of strikers discriminate
against them in regard to their tenure or employment in such a way as to
discourage their future union activity1
1. )e?uirements of 5ection A#a$#3$
i. 3orbids discrimination in regard to+
a. =ire
b. ,enure of employment
c. ;r any term or condition of employment
ii. ,o encourage or discourage membership in an union
2. !nswer+ '() has to weigh employeesD rights against employerDs
rights.
&. &conomic vs. B=< stri/ers3
1. &conomic3
i. :he term 8economic stri/er9 includes any stri/er
e.cept one +ho 7ualiJes as an unfair labor practice
stri/er. :his includes3
a. Stri/es over economic matters, such as +ages
and beneJts.
ii. Stri/es over non0economic matters such as access to a
grievance arbitration process or a stri/e for
recognition.
iii. Stri/e in +hich the stri/er incorrectly believes he or
she is an B=< stri/er.
2. B=<3
i. B=< stri/er must be stri/ing over an B=<, or the
e.istence of an B=< must have lengthened or
converted a stri/e that commenced as an economic
stri/eK and
ii. 6b2ectively, the employers conduct, as found by the
ultimate legal decision ma/er, must actually have
constituted an B=<.
'. *roblem 2+ "n employer cannot simply discharge an economic
stri/er rather than permanently replace the stri/er (e.g., NLRB v.
Browning-Ferris Indus.).
(. *roblem 2+ "n employer cannot permanently replace an B=<
stri/er.
1. ,hat would give the employer too much power. ,hey could -ust
commit F(*s and then :re all the employees when they strike.
). *roblem 2+ 5hould an economic striker be treated more or less favorably
than an F(* striker1
1. Could go either way, but as it is now, F(* strikers are more
protected.
&conomic Stri/e B=< Stri/e
5triker can be permanently replaced. 5triker cannot be permanently
replaced.
5triker and replacement can vote in any
election within one year of
commencement of strike.
5triker can vote, but replacement
cannot vote in election.
<. ,.-. v. Reich #0C Cir. 1@@>$+
". '()! preempts 2xecutive ;rder under the *rocurement !ct which barred
the federal government from contracting with employers who hire
permanent replacements during a lawful strike.
</. NLRB v. #rie Resistor Corp. #1@>3$+
". 2mployer o&ered 6super9seniority7 to employees who replaced strikers
and any strikers who would return to work. /t pretty much destroyed
unionDs bargaining power, and strikers were eventually laid o& because
they were not as senior as all the people who got super seniority.
#. 5C held+
1. Super seniority is 8inherently discriminatory or destructive
in nature9 or conduct that by its very nature contains the
implications of re7uired intent.
2. &mployer may rebut inherently discriminatory or destructive
allegation +ith 8legitimate business end.9 (li/ely changed
by Great ane)
3. 3uture bargaining is -ust about impossible because it creates a
divide among the employees #between super9seniors and strikers$.
$. /s this worse than replacing employees permanently1
<//.NLRB v. +ruc) Drivers Local ,nion .Bu/alo Linen0 #1@CE$+
". ,here was a union and a multi9employer association. Fnion struck only
one of the employers. !ll employers locked out employees at all
locations.
#. 5C says+
1. &mployers in multi0employer bargaining unit may loc/ out
employees to combat +hipsa+ techni7ue and preserve
multi0employer bargaining unit.
2. =oc/out needs to be defensive to th+art stri/e (that may)
impose harm on the employer.
i. 4ote3 :his holding seems to have changed in
A!erican "#i$%uilding.
<///. A'erican -hip Building Co. v. NLRB #1@>C$+
". Fnion and employer reach impasse. 2mployer is worried that union might
strike, so he lays o& many workers and closing 1 of his B locations. *arties
sign C!, then employer allows workers to come back.
#. 5C says+
1. =oc/out is not in#erently discri!inatory and there +as no
evidence of anti0union animus, nor +as such a claim made
by the union.
i. 2ven though an employer might have other economic
weapons #such as stockpiling$, it isnDt up to the oard to
decide which weapon it should use.
2. :o be in#erently discri!inatory, it must be 8so pre2udicial to
the union interests and devoid of signiJcant economic
2ustiJcation that no speciJc evidence of intent to
discourage union membership or other anti0union animus is
re7uired.9
i. 5o no longer seems to re?uire defensive lockout, like Bu/alo
Linen did.
$. Concurrence #Moldberg$+
1. ,his lockout was defensive and designed to anticipate a threatened
strike so as to avoid economic in-ury over and beyond the loss of
business normally incident to a strike upon the termination of the
C!, so there was no need for Court to extend the holding to non9
defensive lockouts.
2. =owever, lockouts should not always be lawful, hence why the
oard historically has looked at duration, character and history of
bargaining relationship and if impasse was reached.
%. *roblem 1, pg >"1+ Kould the result in A'erican -hip Building be the
same if the employer had locked out the employees prior to reaching an
impasse1
1. Jes, if the union can strike, the employer can lock out.
/N. &&&NLRB v. Great ane 'railers LLL #1@>E$+
". C! was e&ective until 4arch 31, 1@>3. /t included a commitment by the
company to pay vacation bene:ts to employees who had worked at least
1,C2C hours. /n the case of a lay9o&, termination or ?uitting, employees
who had served more than >" days would be entitled to pro9rata shares of
their vacation bene:ts. ene:ts were to be paid on the 3riday nearest Ouly
1 of each year.
#. C! had been temporarily extended, but on !pril 3", 1@>3, the union
gave the re?uired 1C days notice of intention to strike over issues which
remained unsettled at the bargaining table. ;n 4ay 1>, 1@>3, about 3C"
of the companyDs B"" employees commenced a strike which lasted until
0ec. 2>, 1@>3.
$. ;n Ouly 12, 1@>3, several strikers demanded their accrued vacation pay.
,he company re-ected the demand, saying that all contractual obligations
had been terminated by the strike.
%. ,he company then announced that it would grant vacation pay in the
amounts and sub-ect to the conditions set out in the expired C! to all
employees who had reported for work on Ouly 1, 1@>3.
&. oard held that this violated A#a$#1$ and #3$, and said that the Company
had to cease and desist and pay the accrued vacation bene:ts to strikers.
'. C of ! did not enforce.
1. Court said there had been no a%rmative showing of an unlawful
motivation to discourage union membership or to interfere with the
exercise of protected rights.
2. 2ven though the company had shown no evidence of a legitimate
business purpose for their actions, C of ! said they probably had
one.
(. 5C reversed+
1. :he action of not paying stri/ers the beneJts +as deJnitely
discriminatory.
2. ,he next step in A#a$#3$ analysis is to decide whether it was
motivated by an anti9union purpose.
i. /f it can be reasonably concluded that the employerDs
discriminatory conduct was 6inherently destructive7 of
important employee rights, no proof of antiunion motivation
is needed.
a. ,he oard can :nd an F(* even if the employer
introduces evidence that the conduct was motivated
by business considerations.
ii. /f the adverse e&ect on employee rights is 6comparatively
slight,7 an antiunion motivation must be proved to sustain
the charge if the employer has come forward with evidence
of legitimate and substantial business -usti:cations for the
conduct.
3. Since the company provided no evidence of legitimate
motives, it is unnecessary to consider the degree to +hich
the conduct afected employee rights.
. *n response to employee economic pressure (or threat),
employer B=< occurs if3
i. &mployer discriminated
ii. :here +as a resulting discouragement of union
membership (an actual efect)
iii. :here +as anti0union purpose,motive or animus.
<urpose is found if3
a. &mployers conduct is 8inherently destructive.9
1. )ere, no independent proof of animus is
re7uired and legitimate business purpose
+ill not cure.
b. *f, ho+ever, the adverse efect on the
discriminatory conduct is merely 8comparatively
slight.9
1. :hen anti0union animus proof must be
provided
2. *f the employer presents legitimate and
substantial business reason.
). Mreat 0ane ,est+
1. 0iscrimination and discouragement1
2. (egitimate and 5ubstantial usiness Ousti:cation1
i. 'o1
a. A#a$#3$ violation no matter what
ii. Jes1
a. /nherently destructive1
1. Jes1
i. A#a$#3$ violation
2. 'o.comparatively slight1
i. 'o A#a$#3$ violation if the business
-usti:cation outweighs the discrimination.
N. Local 12 !B#3 v. NLRB #2""C$+
". Fnion went on strike. 0uring the strike, several strikers returned to work,
and the company let them back in. Fnion later o&ered an unconditional
return to work, and the company locked them outLrefused to reinstate
them. /s this a violation of A#a$#1$ and #3$1
#. oard said it wasnDt.
$. Eth Cir. reversed+
1. !re the employerDs actions inherently destructive or comparatively
slight1
i. ,o be inherently destructive, the e&ect on bargaining must be
more than temporary.it must establish a barrier to future
bargaining.
ii. /f they are comparatively slight, their actions are more likely
to be -usti:ed.
2. /s there a legitimate and substantial business -usti:cation1
i. Company didnDt even cite one. oard tried to say that the
lockout was a lawful means of pressuring holdouts to
abandon their bargaining position.
a. 2vidence showed, however, that the companyDs
operational needs were being successfully maintained.
b. /t doesnDt even apply here, because the union had
o&ered to return to work, so there was no need to
pressure them anymore.
c. 3urthermore, an employerDs discriminatory lockout on
the basis of a protected activity is unlawful even when
it is supportive of an employerDs bargaining position.
ii. Company must provide a reasonable basis for :nding some
employees necessary to continue operations and others
unnecessary.
iii. *artial lockout is di&erent from a normal lockout #like the one
in A'erican -hip4uilding$
3. <artial loc/out is a signiJcant measure that re7uires a
2ustiJcation beyond economic efectiveness.
i. &mployer did not provide it and, under Great ane,
committed an B=<.
<robationary &mployees <ermanent &mployees
'ot Fnion 4embers Fnion 4embers
CanDt vote on Fnion Contract Can vote on union contract
'o seniority, bene:ts or grievance
procedures
5eniority, bene:ts, and grievance
procedures
%. Puestion 1, pg >12+ Kould result in 5reat Dane be di&erent if employer
alleged that it did not provide vacation pay to strikers to reduce costs1
1. Kell it seems like a legitimate business reason, but it might not be
substantial.
2. Kould then have to determine if itDs inherently destructive or
comparatively slight.
&. Puestion 3+ Can employer lock out only non9probationary employees1
1. 5ubstantial business -usti:cation1
i. *robably not
2. 2ven if it is, it is probably inherently destructive, and therefore
either way is a violation.
3. Bunting Bearings Corp. #2""E$+
i. oard said that they could do this, as long as itDs not based
on employeesD union status, but rather on their probationary
status.
ii. utG0C Circuit remanded this case, and oard then held
that it was F(*.
N/. Contractor6s La4or Pool !nc. v. NLRB #2""3$+
". C(*, a nonunion company, supplies temporary construction workers to
various contractors in several states.
#. !n important goal of the company was to keep a large number of reliable
employees. ! study they performed showed that workers who made 3"Q
more or less than C(*Ds rates at their previous -obs were less likely to stay
with the company, so they adopted a 3"Q rule, which said that any
applicants who said they made 3"Q more or less than C(*Ds rates at their
previous -obs would not be hired.
1. ,his increased C(*Ds retention rate, reduced workers comp, and
improved the companyDs safety record.
$. oard found+
1. C(* pursued a legitimate business ob-ective, and was not motivated
by antiunion animus. =owever, the 3"Q rule excluded many former
union members because they made more than 3"Q more than
C(*Ds rates at their previous union -ob.
2. C(* violated A#a$#3$ because the 3"Q rule had an inherently
destructive e&ect on employeesD 5ection E rights.
%. 0C Cir. said+
1. A#a$#3$ makes it unlawful for an employer to encourage or
discourage membership in any labor organi8ation by discriminating
in regard to hire or tenure of employment or any term or condition
of employment.
2. C(* points out that the 3"Q rule only really adversely impacts
applicants recently covered by union contracts in certain states, so
how could it be destructive1
3. asically, the oard skipped a step in the 5reat Dane analysis.
i. /n 5reat Dane, they :rst determined that the employerDs
actions were discriminatory. ,hen they looked to see if the
impact was inherently destructive or comparatively slight.
ii. =ere, oard found that C(*Ds actions were not discriminatory,
but continued the analysis anyway.
. &mployers policy to refuse to hire 2ob applications +ho
e.pressed e.pected +age to be 3DM above its going +age
+as not an B=< even though it could have negative impact
on former union members.
&. Puestion 2, pg >1@+ 0oes employer commit F(* if, in con-unction with
3"Q rule, it had told workers that it wanted a non9union workforce1
1. A#c$ says that employer speech is not considered evidence of F(*
unless it is a threat or promise of bene:t. ,hus it cannot be used as
evidence of whether there is anti9union animus, so it would not
change the holding.
2. Bro(n * Root !nc. v. NLRB #2""3$
N//.Laidla( Corp. #1@>A$+
". &mployee +hose +or/ ceases due to a labor dispute remains an
employee and retains seniority rights if she has not obtained
other e7uivalent employment.
1. :he right to reinstatement does not depend on 2ob
availability as of the time +hen the applications +ere Jled.
2. Seniority is retained and employee is in the front of the line
for the 2ob, unless she Jnds regular and e7uivalent
employment.
N///. +rans 3orld Airlines v. !ndependent 7ederation of 7light Attendants #1@A@$+
". Ounior employees crossed picket lines and took positions that senior
employees previously had.
#. 2mployer is not re?uired to demote the -unior employees back down to
give senior employees their -obs.
$. &mployee does not need to layof crossovers +ho +or/ed during a
stri/e to reinstate stri/ing Night attendants +ith greater
seniority.
%. $rossovers acted as permanent replacements and these can be
hired to put pressure on stri/ers.
&. 0issent #rennan R 4arshall$+
1. Fnder #rie Resistor, this undermines the union. ,he crossovers
should not be permitted to retain positions of senior employees.
'. 0issent #lackmun$+
1. )eplacements and crossovers legal only if business necessity exists.
(. *roblem 2, pg >23+ /s it lawful for an employer on the eve of a strike to
state to its employees that strikers will be permanently replaced and
forever lose their employment status with the company1
1. ,his would probably ?ualify as a threat under A#c$, so no, it is
probably not lawful.
i. /f itDs not a threat, then it is :ne, even if what the employerDs
threatening is illegal.
2. ';,2+ 6nly do >(c) analysis if youre only considering
speechIother+ise, you have to loo/ to >(a)(3).
N/<. 2mployee )efusals to Cross *icket (ines+
". ;efusing to cross (someone elses) pic/et line is protectedI
1. #ut employer may still discipline employee (by permanently
replacing, but not terminating employee).
i. /tDs a way for the employee to put economic pressure on
employee.
#. >(b)() says its not illegal to refuse to cross another persons
pic/et line.
$. %istinguishable against secondary boycott.
1. 1erely support of another groups stri/e, so not barred by
:aft0)artley "ct.
N<.Metropolitan #dison Co. v. NLRB #1@A3$+
". 2mployer punished union leaders more severely for participating #but not
leading$ in an unlawful work stoppage. 0oes this violate A#a$#3$1
1. Can an employer unilaterally de:ne the actions a union o%cial is
re?uired to take to enforce a no9strike clause and penali8e him for
his failure to comply1
#. 5C said+
1. &mployer could not impose stricter discipline on union
oEcer unless employer provides legitimate reason for such
discipline and reason out+eighs employees right for e7ual
treatment.
2. &mployer also has no right to tell union oEcer ho+ to meet
his duties under the $#".
3. "lso, union did not +aive its right for e7ual treatment by
not see/ing amendment of $#", after t+o arbitrator
decisions, had upheld more stringent discipline of union
oEcers.
N</. )eview+
". &conomic pressure (totally legitimate-right of management)
1. ,emporary and permanent replacement #Mac)ay$
2. 'ot laying o& crossovers after strike to rehire those with seniority
#+3A$
3. (ockout #A'erican -hip4uilding$
#. &mployer action comparatively slight
1. =ire employees with certain wage expectations, even if union
members negatively impacted #Contractors La4or Pool$
2. *artial lockout #under Local 12 !B#3, employer needs to provide
legitimate and substantial business -usti:cation$
3. 'ot honoring seniority rights when hiring back strikers #one reading
under Laidla($
. /mposing stricter discipline on union leaders #under Metropolitan
#dison$
$. &mployer action is inherently destructive
1. 5uper seniority ##rie Resistor$
2. 'ot honoring seniority rights when rehiring strikers #one reading
under Laidla($
3. /mposing stricter discipline on union leaders #one reading of
Metropolitan #dison$
"dministration of the $#"
*. 'ote+ C!s are di&erent from commercial contracts.
". C!s are often not voluntary, unlike commercial contracts.
#. *arties engaging in C! expect to be in that relationship for an extended
period of time.
$. C! functions like a set of regulations on the workplace.
%. C! speaks for a diverse population.every single employee.and they
might not all have the same interests.
**. ,he C! and the Mrievance *rocedure+
". (rievance procedure encompasses issues beyond those covered
in the $#", because the $#" is understood to encompass
un+ritten past practices and informal understandings.
#. ;ften a multi9step process
$. Fnions can use grievance procedure as a strategic device to gradually
extend the C! by gaining concessions from management that stretch the
literal provisions of the contract.
%. 86bey, and then grieve9 policy3
1. *f employer institutes a rule that the employee doesnt
agree +ith, it is best to follo+ the rule, but contest it
properly through the grievance process.
a. 6ther+ise, the employee +ill probably not be
protected by the $#" because he is ta/ing individual
action.
&. (abor !rbitration system+
1. Menerally, ambiguities in the C! are decided by an arbitrator
2. !rbitration fees are usually split between parties.
3. !rbitratorDs power to interpret is dictated by C!.
. Can an arbitrator consider the applicable law1
a. !rbitrators are not necessarily lawyers.
'. 5ample !rbitration clause #5upplement, pg. 2"E$+
1. 5ays that if a grievance hasnDt been satisfactorily settled, the Fnion
has 3" days to submit the matter to arbitration. Khat can you do if
31 days has elapsed1
a. /f thereDs a past practice of allowing things to be allowed
late before, you can use this, and it will generally be
enforced.
2. Khat could employee do, if the Fnion was negligent in submitting
the matter late, and they can no longer get arbitration1
a. Claim that union failed to represent employees properly.
(. *roblem+ Should an arbitrator hear case even though grievant no
longer +ants to pursue it at the day of the hearing5
1. /ssue grieved+ Kas grievant denied promotion in violation of C!1
#grievant didnDt care anymore about it$
a. 'ote+ /tDs the unionDs grievance, not the employeeDs.
2. "rbitrator can still hear the case.
a. :he point of arbitration is to resolve ambiguities in
the $#", not resolve individual employee problems.
)ere the individual employee problem raised an
ambiguity in the $#", so arbitrator has right to
resolve it.
3. )o+ever, arbitrator can choose not to hear the case
because there is no longer a grievance.
***. (rievance "rbitration-%ischarge and %iscipline3
". Mallinc)rodt !nc.+
1. /ssue before arbitrator+
a. Kas there -ust cause for discharging the grievants for
smoking pot during work9time, when other employees had
not been :red for drinking at work1 /f not, what was the
proper remedy1
2. !rbitrator found that the stricter penalty for mari-uana was unfair,
so the employees were wrongfully discharged.
a. 2ven though pot is illegal, the penalty is very slight.
b. 0rinking at work is a bigger problem than smoking pot.
3. !rbitrator orders that the employees be re9hired, but does not
award backpay because the employees lied to everyone #including
arbitrator$ about what they did.
. :ermination of employees that violated companys use of
drug and alcohol policy was in violation o( co!$any)s $ast
$ractice regarding violations of the rule +hich included
suspension for Jrst ofenses, not termination (so
progressive discipline).
!. &mployees reinstated +ithout bac/pay, ho+ever, because
they lied during grievance process and during arbitration.
#. 3al)er Manufacturing Co.+
1. 2mployee caught smoking pot once #although he admitted to doing
it > times$.
2. Kas this proper cause for termination1
3. !rbitrator said it was because it was a criminal o&ense.
a. ,here are some o&enses that are so severe that they donDt
have to go through progressive discipline.
. Fnion tried to argue that the employee had a good work record, and
he was young #2B$.
a. !rbitrator said he was old enough to know that pot was
illegal, and he had only been there 11 months.
!. :ermination of employee +ho violated drug use policy at
+or/ did not violate $#". &mployee3
a. @as a+are that he violated rule and young age (2)
did not cure.
b. "dmitted violating rule O times and even if he +asnt
caught before, grievance and arbitration process is
not a game of cat and mouse.
c. 4ot all infractions need to go through progressive
discipline process if they are too serious.
d. ;ule has been uniformly enforced.
$. 5o 3al)er and Mallinc)rodt seem to contradict each other.what gives1
1. ,he arbitrators in both cases factor in past practices.
%. @hat is the asserted breach of contract alleged in the above
cases5
1. %ischarging employees +ithout 2ust cause.
&. Kho should have the burden of proof in these cases1
1. &mployer has the burden to sho+ that the employee +as
Jred for 2ust cause. /s this fair1
a. Jes, the employer has most of the information about the
:ring.
'. Khat is the standard of proof1
1. Fsually a preponderance of the evidence.
*?. (rievance "rbitration-Subcontracting3
". Allis%Chal'ers Mfg. Co. #1@>2$+
1. ,here is no explicit clause in the C! concerning subcontracting.
=owever, arbitrator determined he had -urisdiction to arbitrate the
dispute.
2. Can the employer subcontract1
a. Jes but he must make decisions regarding subcontracting in
good faith.
3. ';,2+ !rbitrators really get fact9intensive.
. "rbitration clause that provided for arbitration regarding
controversy over 8any provision9 of the $#" +as enough to
provide arbitrator 2urisdiction over subcontracting even
though there +as no subcontracting clause in the $#".
!. &mployer could subcontract in light of past practice and if
done in good faith.
O. :here +as no bad faith proven.
G. 4eeds of the employer sho+ed necessity to subcontract and
good faith.
>. Soundness of subcontracting not an issue for the arbitrator
to decide.
#. Car4ide and Car4on Che'icals Co. #1@CC$+
1. Fnion protested the subcontracting of certain painting work in
1@CB, although the company had contracted out over C"
maintenance -obs of various kinds without protest from the union
during the preceding A years.
2. !rbitrator denied the grievance.
$. Pure &il Co. #1@>2$+
1. !rbitrator would not consider past practice.only looked at B
corners of C!.
a. 'ot many arbitrators would analy8e it this way.
%. *roblem 2, pg. E@A+ Khich practice better serves arbitration process.one
that permits provision of extrinsic evidence #!llis Chalmers$ or a 6four
corners7 approach #Pure &il Co.I A'erican -ugar Re8ning$1
1. *robably the one that permits provision of extrinsic evidence.
a. ,his is certainly the approach more fre?uently taken.
?. ,he 2&ect of *ast *ractice and *ublic (aw+
". Phillips Petroleu' Co. #1@CC$+
1. 2mployer had been providing cheap electrical service for its
employees, but at some point decided to unilaterally cut of service
for certain employees.
2. $#" didnt speciJcally guarantee furnishing electrical, but it
did say that present utility charges shall not be increased
e.cept in connection +ith a general increase by the
$ompany in such charges.
3. :hat stipulation sho+ed that parties assumed continuation
of electricity provision.
. :herefore, there +as a contractual incorporation of the
practice.
!. (rievance sustained. &mployees continue to receive
electrical services at P1,month, in addition to damages.
#. *roblem 1, pg. A"3+ "n arbitrator can decide an issue related to an
implied term of the $#" even if the contract says that arbitrator
cant modify the +ritten terms of the contract.
?*.4ittenthal.,he )ole of (aw in !rbitration+
". 5hould an arbitrator consider the law1
1. 'o.
a. !rbitrators arenDt competent to analy8eLunderstand the law.
b. !rbitrators should respect the contract that the parties
agreed to.
c. /f thereDs a legal claim to be made, the party should pursue it
through legal channels.
2. Jes.
a. /t seems un-ust to impose a remedy that would be illegal if
pursued through other channels.
i. !rbitrators decisions are legally binding.
b. 4any arbitrators are competent to analy8eLunderstand the
law.
c. 5ome contracts have savings clause, which re?uire analysis
of the law.
Fudicial &nforcement of $#"s3
/. +e$tile 3or)ers ,nion v. Lincoln Mills of Ala4a'a #1@CE$+
". Fnion and employer entered into C! providing that there would be no
strikes or work stoppages and that grievances would be handled pursuant
to a speci:c procedure, the last step of which was arbitration.
#. Mrievances arose, and the employer refused to go to arbitration.
$. =1;" Section 3D1(a)3
1. Says that if there is a labor dispute, it can be brought in any
district court in the BS that has 2urisdiction.
%. Section 3D1(b) says3
1. $ourt can enforce any money 2udgment.
&. 5C says+
1. Court can compel arbitration even though the (4)! doesnDt say so
explicitly.
2. (egislative history shows that the framers of (4)! were trying to
create a way for parties to bring suits regarding C!s to federal
court.
i. 2ven if the words of the !ct donDt say it, Court reads into it.
3. " district court has authority under =1;" Section 3D1 to
fashion a remedy for violations of a $#".
. Court would be applying federal law anyway.federal labor laws or
state contract interpretation laws if compatible with 5ection 3"1.
!. 'orris (aguardia !ct indicates congressional interest in
promulgating arbitration.
O. Section 3D1(a) and 3D1(b) supplement one another.
G. Section 3D1(a) is more than 2urisdictional, given the
legislative history. *t re2ects the common la+ rule against
enforcement of e.ecutory agreements to arbitrate,
particularly through its goal of creating legally enforceable
$#"s and forming labor peace through no stri/e clauses and
arbitration agreements. 4ot enforcing +ould frustrate the
policies of the =1;".
>. "pplicable la+ to interpret $#"s is federal la+.
Q. 4orris =a(uardia "ct not a bar to compel arbitration.
//. Local 19: +ea'sters v. Lucas 7lour Co. #1@>2$+
". 3acts+ !rbitration clause, but no no9strike clause. Fnion struck.
#. S$ held that state courts enforcing labor contract promises must
apply federal la+, not state la+.
$. " stri/e to settle a dispute +hen a $#" provides that it shall be
settled e.clusively and Jnally by compulsory arbitration
constitutes a violation of the agreement.
%. Bnder federal policy to resolve labor0management disputes
amicably, through arbitration, no0stri/e provision is read into $#"
that contained mandatory arbitration provision.
///. 5roves v. Ring -cre( 3or)s #1@@"$+
". 3acts+ =ere there was a no9strike clause, but no arbitration clause. Fnion
didnDt strike, but took the matter to court.
#. 5C held that they could -ust decide the case.
1. *n the absence of e.press provision in $#" +ith3
i. 8Fust cause9 termination clause and
ii. 4o0stri/e clause, but
iii. 4o arbitration provision,
2. Bnion did not have to resort to economic pressure to
enforce $#" but could see/ relief in district court through
Section 3D1 of the =1;".
/<. ,nited -teel(or)ers of A'erica v. A'erican Mfg. Co. #1@>"$+
". 2mployee #5parks$ left work due to in-ury, and brought an action for
compensation bene:ts. ,he case was settled.
#. Fnion :les a grievance, saying that 5parks should be brought back to
work, under seniority provision in C!.
1. C! stipulated that it was up to arbitrator to decide any grievance.
$. 0istrict Court dismissed. C of ! said that the grievance was ridiculous so
they wouldnDt order arbitration.
%. 5C reversed.
1. $ourts cannot rule on arbitrability based on the merits of
the case.
2. @hen ma/ing determination of arbitrability, court has to
determine +hether on its (ace the issue is governed by the
contract.
i. *n this case, the $#" called for arbitration of all
grievances, not 2ust ones +ith good cause.
3. &ven frivolous claims are for the arbitrator to resolve. :hey
may have therapeutic value of +hich those +ho are not part
of the plant environment may be 7uite una+are.
<. ,nited -teel(or)ers of A'erica v. 3arrior * 5ulf Navigation Co. #1@>"$+
". ,hereDs an arbitration clause in the contract for when parties dispute
interpretation of something in the C!. =owever when parties are
disputing the function of management, arbitration is not proper.
#. ,here was a no9strike, no9lockout provision.
$. /ssue+ Kas contracting out arbitrable, even though it was not expressly
covered in the C!, or was it a function of management and thus not
arbitrable1
%. 5C+
1. /n a suit under S3"1#a$, -udicial in?uiry must be strictly con:ned to
the ?uestion whether the reluctant party did agree to arbitrate the
grievance or to give the arbitrator power to make the award he
madeI an order to arbitrate the particular grievance should not be
denied unless it may be said with positive assurance that the
arbitration clause is not susceptible of an interpretation that covers
the asserted disputeI and doubts should be resolved in favor of
coverage.
2. /n the absence of any express provision excluding a particular
grievance from arbitration, only the most forceful evidence of a
purpose to exclude the claim from arbitration can prevail,
particularly where, as here, the exclusion clause is vague, and the
arbitration clause ?uite broad.
3. Sin"e= in %his "ase= %he #ar%ies ha& a2ree& %ha% any &is#!%e Pas %o %he eanin2 o$ %his
A2reeen%P wo!l& be &e%erine& by arbi%ra%ion= i% was $or %he arbi%ra%or= no% %he
"o!r%s= %o &e"i&e whe%her %he "on%ra"%in2 o!% here in.ol.e& .iola%e& %he a2reeen%.
. $ontracting out issue +as arbitrable because there +as no
ex$ress $ro#i%ition against ar%itration in the $#" and
managements rights clause stating that issue +as
prerogative of management did not preclude arbitration.
!. 'ederal policy is to promote industrial stabiliHation through
collective bargaining and arbitration.
O. Standard for reversing arbitrator on issue of arbitrability3
i. $an it be said +ith positive assurance that the
arbitration clause is not susceptible to an
interpretation that covers the asserted disputes5
ii. %oubts should rule in favor of arbitration.
&. 5o basically the management rights clause did nothing because it didnDt
speci:cally say which issues are not arbitrable.
'. Concurrence #rennan, =arlan, and 3rankfurter$+
1. Khat mattered in this case was scope of arbitrability clause, not
whether or not there was a no9strike clause.
(. 0issent #Khittaker$+
1. ,he contract does not support arbitrability, especially when read in
contrast with the bargaining history between the parties, where
management had right to subcontract.
). *roblem 1, pg. A2>+ ;nce arbitrator hears case after it is remanded to
arbitration, can arbitrator decide that+
1. Case is arbitrable1
i. Jes
2. 2mployer has the right to subcontract1
i. Jes
*. *roblem 2+ 0oes employer win 4,0 in federal court based on argument
that+
1. Contract language says that it shall be within discretion of company
whether to make gifts or pay bonuses1
i. 'o.it doesnDt speci:cally preclude arbitration, so court can
say that arbitration is proper.
2. Contract language has no clause at all providing for Christmas
bonuses1
i. Jou would think 'o, because the C! doesnDt speci:cally say
that bonuses are not arbitrable.
ii. =owever, in Boeing Co. v. !nternational ,nion ,A3 #1@>C$,
court said that since the C! said nothing about bonuses,
they didnDt have to arbitrate about it.
3. ,here is no contract language supporting Christmas bonus and
employer tries to present evidence stating that union and
management explicitly agreed verbally that management did not
have to continue paying bonus. 5hould unionDs motion to exclude
the evidence be granted1
i. Jes, itDs discussing the merits of the case, so itDs not relevant
in federal court.
F. *roblem 3+ Can union :le a grievance regarding supervisory employee
that wants to be placed back on the bargaining unit after supervisory
position was eliminated1
1. 'o.supervisor is no longer a part of the bargaining unit, so a
grievance canDt be :led for him.
R. *roblem B+ =ow should arbitrator decide issue of whether or not employer
-ustly terminated employee for refusing to provide urine sample, when
C! says employee refusal to provide sample calls for termination without
access to grievance procedure1
1. !rbitrator should decide whether employee really refused to
provide the sample, because the law, not the C!, determines it.
</. John 3iley * -ons v. Livingston #1@>B$+
". %istinction bet+een procedural arbitrability and substantive
arbitrability.
1. *ssues of procedural arbitrability should be decided by
arbitrator, but issues of substantive arbitrability should be
decided by court (li/e the ones in *arrior and Gul( and
A!erican M(g).
i. Substantive arbitrability refers to interpretation of the
$#" itself-i.e., +hether something is or is not
e.cluded from arbitration.
ii. <rocedural arbitrability refers to +hether the parties
follo+ed the proper steps of the grievance process.
a. (enerally spea/ing, time limits are a procedural
issue, so that issue is up to the arbitrators to
decide.
<//.Litton 7inancial Printing Div. v. NLRB #1@@1$+
". C! expired. /n the old C!, layo&s were arbitrable.
#. Menerally, after expiration, C!s continue on unless parties bargain to
impasse, and then employer institutes new terms unilaterally #with some
exceptions$.
$. /ssue+ Khether the dispute over layo&s was still arbitrable under the C!.
%. 5C says+
1. "rbitration clause, li/e no0stri/e clause, dues chec/ of, and
union security provision, does not survive contract
e.piration by operation of la+.
i. Bnless parties e.plicitly agree that that arbitration
clause +ill continue past the e.piration of $#".
2. ;ight to arbitrate post e.piration may e.ist +hen3
i. $ase involves facts and occurrences that arose before
e.piration,
ii. @here an action ta/en after e.piration infringes a
right that accrued or vested under the $#", or
iii. @here under normal principles of contract
interpretation, the disputed contractual right survives
e.piration of the remainder of the agreement.
&. 0issent, 4arshall, with lackmun and 5calia+
1. Khat should matter is not some form of vested right but partiesD
intent to arbitrate issues post expiration of the contract.
'. 0issent, 5tevens, with lackmun and 5calia+
1. /ssue regards contract interpretation and, hence, is up to the
arbitrator to decide.
(. *roblem B, pg. A3@+ 2mployee accumulated vacation time between 2""B
and 2""> under contract which expired in 2""> #term of contract was
2""292"">$. Kould grievance in 2""E be arbitrable1
1. 5ince the vacation time accrued before expiration, it should be
arbitrable.
2. !lso, under normal principles of contract interpretation, the
disputed contractual right survives expiration of the remainder of
the agreement.
3. ;f course, we have to assume grievance was timely :led.
<///. ,nited -teel(or)ers of A'erica v. #nterprise 3heel * Car Corp. #1@>"$+
". C! had arbitration provision and a provision that said neither party shall
institute civil suits or legal proceedings against the other for alleged
violation of any of the provisions of the C!.
#. Courts cannot review the merits of an arbitration award.
1. =owever, the arbitrator is con:ned to interpretation and application
of the C!.he cannot dispense his own brand of industrial -ustice.
=e can look for guidance from other sources, but his award is
legitimate only so long as it dra(s its essence from the C!.
2. Khen the arbitratorDs words manifest an in:delity to this obligation,
courts have no choice but to refuse enforcement of the award.
$. ,he opinion of the arbitrator in this case, with regards to the award of
back pay beyond the date of the C!Ds expiration and reinstatement, is
ambiguous.
1. =owever, mere ambiguity is not enough to refuse to enforce the
award.
%. :he court has no business overruling an arbitrator because his
interpretation of the contract is diferent from his.
&. $ourt cannot refuse to enforce an arbitration decision because it
does not agree +ith arbitrators interpretation of the contract.
'. $ourt could overturn a+ard only if arbitrator sho+s manifest
inJdelity to its obligation to interpret the contract.
(. Standard to set aside arbitration decision and refuse
enforcement3
1. @as a+ard based on 8essence9 of the contract5
2. %id arbitrator impose her o+n vie+ of industrial 2ustice5
3. @as arbitrator dishonest5
/N. Ma;or League Base4all Players Ass6n. v. 5arvey #2""1$+
". $ircuit court cannot3
1. 6verturn arbitrators decision based on diferences +ith
arbitrators determinations on the facts.
2. "lter arbitrators a+ard. *f it refuses to enforce, then court
must order ne+ arbitration.
#. *roblem 2, pg. ABC+ 5hould court deny enforcement of arbitration award
where grieving party :led grievance and arbitration demand 3" days after
the re?uisite C9day time period had expired1
1. Jou could argue that this decision could not be based on the
essence of the C!, and would probably be successful.
2. 'ote+ this is a very exceptional case.
$. *roblem 3+ 5hould court deny enforcement of arbitration award where
arbitrator upheld termination of employee who 6berated7 coworker with
extreme profanity even though employee was not given written notice
#6warning7$ before termination1 'ote+ contract enumerated seven
di&erent actions that could be grounds for termination without prior
written notice, but 6berating7 was not one of them.
1. Jou could argue that the list is not exhaustive. Jou could say that
this falls under assault, so you could argue that it came from the
essence of the contract.
2. ;r you #if youDre :nding for the union$ could say that it wasnDt one
of the enumerated reasons, so it didnDt come from the essence of
the contract, and the arbitrator was dispensing his own brand of
industrial -ustice.
%. *roblem B+ 5hould court reverse arbitration award and deny enforcement
of decision reversing suspension of union steward who had left post to
attend union business and who thereafter was insubordinate when
instructed to return to her post1 !rbitrator looked to '()! to :nd a
special relationship between union steward and employer.
1. #y citing to 4=;", arbitrator loo/ed outside $#", and
administrated his o+n brand of industrial 2ustice.
N. #astern Associated Coal Corp. v. ,nited Mine 3or)ers District 19 #2"""$+
". 2mployee failed drug test twice. 2mployer :red him.
#. Fnion :led grievance, saying employer didnDt have -ust cause.
$. !rbitrator said employer didnDt have -ust cause, and reinstated the
employee, although he ordered punishment of the employee.
%. 2mployer brought suit in federal court, saying that arbitratorDs holding
violated public policy.
&. 5C+
1. <ublic policy consideration may ma/e arbitration a+ard
unenforceable but only in narro+ set of cases.
2. :est3 %oes the arbitrators holding contradict3
i. "n e.plicit, +ell0deJned and dominant public policy
ii. "s ascertained by reference to positive la+ and not
from general consideration of supposed public
interests5
3. 'ote+ 5C opens the door a little bit by saying, in principle, the
courtDs authority to invoke the public policy exception is not limited
solely to instances where the arbitration award itself violates
positive law.
N/. ,nited Paper(or)ers !nternational ,nion v. Misco !nc. #1@AE$+
". 5hould court set aside arbitrator award reinstating employee with back
pay after :nding that employee did not break company rule or public
policy because it could not be proven that employee was in fact smoking a
-oint1
1. 2vidence presented that employee was in car in parking lot, with
lighted mari-uana cigarette, and there was mari-uana smoke in the
car.
#. 5C upheld arbitratorDs decision.
1. Said court didnt have the authority to reverse the
arbitrators determination of the facts.
2. "s long as theres no dishonesty proven, but only 8silly fact0
Jnding,9 court cannot reverse.
$. *f it +as the 4=;# +ho determined that employee had not smo/ed
the 2oint, the court could overturn. :he standard of revie+ is
lo+er for the #oard. :he #oard must sho+ that there is
substantial evidence to support their Jnding.
1. *f its an interpretation of the 4=;", #oard must sho+ that
its a permissible interpretation of the act.
%. *roblem 1#a$, pg. ACB+ 5hould court deny enforcement of arbitrator award
reinstating pilot who was caught drunk while driving commercial airline
-et1
1. *ublic *olicy+ 3!! regulation says pilots cannot Hy within A hours of
consuming any alcoholic beverages.
2. ;ne court said reinstating employee would violate public policy, but
another said it wouldnDt.
&. *roblem 2+ 5hould court deny enforcement of arbitration award that
upheld employerDs termination of employee because employee failed to
attend union meetings and maintain union membership in good standing
per the C!1
1. Could argue that this goes against public policy because it violates
A#a$#3$#$ of the '()!, which says that employee doesnDt have to
go to union meetings.
S**. Fudicial &nforcement of the 4o0Stri/e $lause3
". *reviously, federal courts could not impose an in-unction on strike activity,
even when there was a no9strike clause, according to -inclair.
#. -inclair Re8ning Co. v. At)inson #1@>2$+
1. 5C said federal courts could not issue in-unctions on strike activity.
$. Boys Mar)ets !nc. v. Retail Cler)s ,nion Local 99< #1@E"$+
1. Section of 4=;" does not preclude federal courts from
issuing in2unctions against stri/es and compelling
arbitration +hen $#" has no stri/e clause and arbitration
clause. "inclair overruled.
2. <olicy considerations3
i. 'orum shopping through federal removal
a. Some states allo+ed in2unctions, +hile others
didnt.
ii. =abor peace
3. Standard for granting in2unction3
i. &mployer must be see/ing arbitration.
ii. $#" has mandatory clause for arbitration or other
means for settling grievances.
iii. :here is li/elihood of harm to the employer if no
in2unction issued balanced against hardship on union.
. 0issent+
i. !lthough Congress has been urged to overrule 5CDs holding
in -inclair, it has steadfastly refused to do so. 'othing in the
language or history of the two !cts has changed. 'othing at
all has changed, in fact, except the membership of the Court
and the personal views of one Oustice.
!. Khy did the workers strike in Boys Mar)ets1
i. ,o protect their -obs.
O. 5o wasnDt that activity protected by 5ection E and A#a$#3$ of the
!ct1
i. 'o, they bargained away that right in the C!.
G. @here does courts authority to en2oin union stri/e activity
come from5
i. Lucas Flour and "teelworkers :rilogy.
ii. <olicy in favor of labor peace and resolving labor
disputes is very important.
>. /s the legislative history clear on this issue1
i. 'o, we donDt really know if the legislators had the intention to
en-oin strike activity.
Q. *roblem 3, pg. AE2+ 5hould a court issue an in-unction against an
employer, under Boys Mar)et, for refusing to arbitrate issue of work
relocation if the contract provides for arbitration of relocation
disputes1
i. Jes, itDs kind of a reverse9Boys Mar)et in-unction.
1D. *roblem B+ Can a union declare work stoppage due to
ha8ardous working conditions if there is a mandatory arbitration
clause1
i. Section !D2 of =abor 1anagement ;elations "ct says
you can stri/e because of a good faith belief that
there are abnormally dangerous conditions for +or/ at
the place of employment.
a. )o+ever, S$ said this +as a narro+ e.ception-
union has to provide sub2ective evidence that
supports their claim.
%. Bu/alo 7orge Co. v. ,nited -teel(or)ers of A'erica #1@E>$+
1. *f theres a non0arbitrable grievance (in this case, a
sympathy stri/e), court cant en2oin that.
&uccessorshi":
I. Casic test:
1. <hen em"lo#er acEuires unioniBed com"an#* it has dut# to bargain !ith union !hen
Asubstantial continuit#0 "ervades. There is substantial continuit# !hen the em"lo#er:
1. 1cEuires substantial assets o "redecessorM
2. 4ontinues "redecessor+s o"erations !Jout interru"tion or substantial changeM
AND
3. $i(!s "a:o(ity o' its 5o(0'o()! '(o" p(!%!)!sso(.
i. 6ost im"ortant
C. 4onversel#* em"lo#er !ho acEuires unioniBed com"an# has NO dut# to bargain !ith
union !hen:
1. 1*!(! is al"ost )o"pl!t! tu(nov!( o' !"ploy!!sM ;R
i. 6ost im"ortant
2. Em"lo#er+s o"erational "ractices and structure diers rom "redecessorM ;R
3. <hen em"lo#er has good aith belie that union no longer has ma$orit# su""ort.
II. &uccessor+s dut# to bargain begins:
1. <hen em"lo#er hires a Asubstantial com"lement o its em"lo#ees0 (Fall Riv!( Dy!ing)
III. &uccessor need not ado"t the old contractFcan ma,e unilateral changes because "revious
contract is not his o!n.
1. EGce"tion: A5erectl# clear0 rule:
1. 1 successor em"lo#er is ree to set the terms and conditions o em"lo#ment
unless it is p!('!)tly )l!a( that the ne! em"lo#er "lans to retain all or
substantiall# all ()HT U 1) o the em"lo#ees in the unit and nothing is said (b#
the em"lo#er) about de"arting rom the terms and conditions o em"lo#ment
contained in the "revious (unioniBed) em"lo#erNs 4C1 !ith the union.
2. In this situation* the successor em"lo#er ma# not de"art rom the terms and
conditions o em"lo#ment o the "revious em"lo#erNs 4C1 !ith the union.
I4. 0all (iver D%eing # 0inishing Corp. v. 'L(& '1,-/06
1. ( holdings:
1. &uccessor must bargain !ith union even i union !as not recentl# certiied.
Em"lo#er must have a good aith belie that union has lost ma$orit# su""ort to
reuse to bargain !ith union.
2. There !as substantial continuit# because com"an# acEuired substantial assets o
its "redecessor and continued !ithout interru"tion or substantial change the
"redecessor+s business o"erations !ith almost identical !or,orce.
3. &ubstantial and re"resentative com"lement eGisted !hen irst shit !as illed.
9ut# to bargain commenced at that "oint.
i. (3oose) &tandard to determine !hether substantial and re"resentative
com"lement eGists:
a. <ere $ob classiications !ere illed or substantiall# illedD
b. <as com"an# o"erating at normal or substantiall# normal "ace
o "roductionD
c. 4ourt should consider !hen !ill more em"lo#ees be hired and
certaint# o those hires.
<. 4ontinuing demand rule o the N3.C is reasonable. I em"lo#ees ma,e a
"remature bargaining demand* it remains standing until substantial
com"lement o em"lo#ees is hired.
C. Calance:
1. 6a$orit# su""ort vs. needs o em"lo#ees to be re"resented 1&15.
i. Fee& %o balan"e %he obAe"%i.e o$ ins!rin2 aBi! e#loyee #ar%i"i#a%ion
in %he sele"%ion o$ a bar2ainin2 a2en% a2ains% %he 2oal o$ #eri%%in2
e#loyees %o be re#resen%e& as H!i"+ly as #ossible.
4. Dissen%6
1. Fo s!bs%an%ial "on%in!i%y 2i.en any b!siness &i$$eren"es an& %he $a"% %ha%
e#loyees ha& no eB#e"%a%ion o$ re%!rnin2 %o wor+ when "o#any sh!% &own.
9. 1roble 1= #2 ,)46 Does s!""essor e#loyer .iola%e &!%y %o bar2ain i$ i% &is"!sses .ario!s
iss!es wi%h !nion eB"e#% wa2es= an& %hen #ays lower wa2es %o e#loyees %han %hose earne&
!n&er %he #re&e"essor?
1. B!r&en is #la"e& on %he e#loyer %o s%a%e any "han2es i% is 2oin2 %o be a+in2.
E. 3o!l& Boar& or&er %ha% e#loyer honor #re.io!s "on%ra"% %ers i$ Boar& &e%erines %ha%
e#loyer "oi%%e& -'a0'(0 .iola%ion when hirin2 wor+$or"e?
1. Ges= !n&er 10'"0.
F. Does s!""essor nee& %o bar2ain wi%h !nion i$ "o#any is shr!n+ $ro 4) %o 4 e#loyees
'ass!e all 4 e#loyees were hire& $ro #re&e"essor e#loyer0?
1. Ges= s%ill a aAori%y o$ e#loyees are $ro !nion.
i. 9#loyer i2h% %ry %o ar2!e %ha% o#era%ions are s!bs%an%ially &i$$eren%= b!%
wo!l& #robably be !ns!""ess$!l.
/. ' !a#s union can lose right to re"resent em"lo#ees:
1. Em"lo#er reuses !hen it believes union has lost ma$orit# su""ort. Issue resolved
through ?(a)()) "roceedings.
C. Em"lo#er iles or &ection =(c)(1)(C) election.
4. Em"lo#ees ile or decertiication election under =(c)(1)(1)(ii).
1. Note: ;nion has "resum"tion o ma$orit# su""ort or 1st #ear.
4I. Golden State &ottling Co. v. 'L(& '1,/(06
1. Iss!es6
1. Di& Boar& ha.e a!%hori%y %o &e%erine %ha% s!""essor e#loyer was liable $or UL1s
o$ #re&e"essor e#loyer?
2. Was "ir"!i%@s en$or"een% or&er bin&in2 on a #ar%y whi"h &i& no% #ar%i"i#a%e in %he
#ro"ee&in2s below?
C. Coard correctl# eGercised its discretion !hen ma,ing successor em"lo#er liable or
"redecessor+s ;35s.
1. The successor ,ne! about ;35s !hen it "urchased the com"an#.
4. 5olic# considerations:
1. ;nder 1H(c)* the Coard can ashion such remedies to ta,e remedial action that
!ill eectuate the "olicies o the 1ct.
2. 5rior decisions also sho! that Coard could direct "er"etrator+s oicers* agents*
successors* an assigns to "rovide reEuired relie or violations o the 1ct.
4II. oward +ohnson Co. v. Detroit Lo!al +oint *xe!utive &d. '1,/406
1. 7risso $aily owne& 5owar& Mohnson= b!% %hen lease& %he real #ro#er%y %o 5M "or#ora%e=
an& sol& %he #ersonal #ro#er%y.
C. 7rissos ha& o#era%e& %he 5M !n&er a 3BA wi%h !nion e#loyees. 5M hire& 'os%ly0 all new
e#loyees.
4. Union bro!2h% s!i% %o en$or"e 3BA !n&er Se"%ion (01.
9. S3 sai& %ha% 5M ha& no res#onsibili%y %o bar2ain wi%h !nion:no s!""essorshi# here.
E. Em"lo#er bu#ing assets o ormer em"lo#er to maintain business in o"eration is not
bound b# 4C1 to arbitrate dis"utes i it does not rehire a ma$orit# o its em"lo#ees orm
the !or,orce o the ormer em"lo#er.
F. Dissen%6
1. 1aren% "o#any sho!l& be hel& bo!n& by 3BA o$ i%s $ran"hise sin"e i% "on%in!e& %o
o#era%e %he b!siness in eBa"%ly %he sae anner wi%h %he eB"e#%ion %ha% i% hire& a
&i$$eren% wor+$or"e. F!r%herore= by r!lin2 a2ains% %he Union= 3o!r% 2oes a2ains%
L>RA@s in%en% %o #!rs!e arbi%ra%ion as a way %o ai"ably resol.e &is#!%es.
:. In li2h% o$ %he #oli"y o$ #roo%in2 #ea"e$!l resol!%ion o$ in&!s%rial &is#!%es= &o yo! a2ree
wi%h %he aAori%y?
1. 7oes a2ains% %he #oli"y in $a.or o$ arbi%ra%ion.
2. Allows e#loyers %o "ir"!.en% 3BA by no% hirin2 $orer e#loyees.
3. In reali%y= i% &oesn@% really "rea%e in&!s%rial s%ri$e.
4III. 3onsi&er Dubu=ue Pa!king Co. '1,,(0 '#2. ?- abo.e0. Is s!""essorshi# &i$$eren% $ro #lan%
relo"a%ion?
1. Ges. Go! ha.e %o wei2h e"onoi" reali%y wi%h %he ri2h%s o$ wor+ers.
The 9ut# o Fair .e"resentation
I. Steele v. Louisville # 'ashville (. Co. '1,4406
1. Fo%e6 ;his is a Railway Labor A"% "ase= no% an FLRA "ase.
C. 9B"l!si.e bar2ainin2 re#resen%a%i.e o$ lo"oo%i.e $ireen is %he Bro%herhoo&= whi"h
eB"l!&es bla"+s $ro i%s ebershi#. ;he aAori%y o$ $ireen e#loye& by RR are whi%e
an& ebers o$ %he Bro%herhoo&.
4. Sin"e %he ebershi# o$ %he Bro%herhoo& "ons%i%!%es a aAori%y o$ all $ireen= i% re#resen%s
all $ireen= e.en %he bla"+s i% won@% a""e#% as ebers.
9. Bro%herhoo&= wi%ho!% aler%in2 bla"+ $ireen= ser.e& a no%i"e on RR an& 20 o%her RRs= sayin2
%ha% %hey wan%e& %o "han2e %heir 3BA %o eB"l!&e all bla"+ $ireen $ro ser.i"e.
1. Se.eral an%i-bla"+ aen&en%s were a&&e& %o 3BA.
E. Bla"+ $irean "on%es%e& %he aen&en%s.
F. AL S3 sai& %he Bro%herhoo&= as %he aAori%y re#resen%a%i.e= ha& %he #ower %o &o as i% wishe&.
:. S3 o#inion6
1. 3on2ress &i& no% in%en& %o "on$er #lenary #ower !#on %he !nion %o sa"ri$i"e= $or %he
bene$i% o$ i%s ebers= ri2h%s o$ a inori%y 2ro!# wi%hin i%s !ni%= wi%ho!% i#osin2
on i% any &!%y %o #ro%e"% %he inori%y.
2. I$ %here is no &!%y on %he re#resen%a%i.e %o #ro%e"% %he ri2h%s o$ %he inori%y= %hey
wo!l& ha.e no eans o$ #ro%e"%in2 %hesel.es= be"a!se !n&er %he a"% %he aAori%y
"hooses who re#resen%s e.eryone.
(. ;here$ore %he re#resen%a%i.e has %he &!%y %o re#resen% all i%s ebers= an& %o a"% $or=
an& no% a2ains%= %hose i% re#resen%s.
4. 3on2ress has 2i.en %he re#resen%a%i.e o$ a "ra$% #owers "o#arable %o %hose #osses
by a le2isla%i.e bo&y bo%h %o "rea%e an& res%ri"% %he ri2h%s o$ %hose who i% re#resen%s.
i. Alon2 wi%h %his "oes a "orres#on&in2 &!%y %o eBer"ise $airly an& in 2oo&
$ai%h %he #ower "on$erre& !#on i% on behal$ o$ all %hose $or who i% a"%s=
wi%ho!% hos%ile &is"riina%ion a2ains% %he.
). ;nion must re"resent the !hole class or crat* and not $ust the ma$orit#* similar
to that im"osed b# the 4onstitution on the legislature* !hich ma# not invidiousl#
discriminate against those that did not vote or it.
-. The union ma# acce"t clauses that ma# be unavorable to some em"lo#ees* but
not on the basis o race* !hich is Airrelevant and invidious.0
>. &eniorit# rights* or eGam"le !ould be legal.
II. 0ord Motor Co. v. u))"an '1,)(06
1. For& 2a.e a seniori%y "re&i% $or ili%ary ser.i"e %o all e#loyees who "o#le%e& a ?-on%h
#roba%ionary #erio& wi%h For&= e.en i$ %hey ha&n@% wor+e& $or For& be$ore %he war.
C. 1 asser%e& %ha% %he !nion ha& .iola%e& i%s &!%y o$ $air #resen%a%ion by &is"riina%in2 on %he
basis o$ a $a"%or no% or&inarily "onsi&ere& &ire"%ly rele.an% %o wa2es an& wor+in2 "on&i%ions.
4. &4 held that* under t!!l!* the dis"uted "rovisions did not evidence a breach o the
union+s dut# o air re"resentation.
1. &o also recogniBed the 9F. under the N3.1 as !ell.
III. The N3.C and courts have concurrent $urisdiction in 9F. cases* so em"lo#ee can ta,e either
route.
I/. 1ll 9F. cases have a -2month statute o limitations.
/. No "unitive damages against unions or 9F. breaches.
/I. $ir Line Pilots $ss/n- .ntern. v. </'eill '1,,106
1. 3on%inen%al ha& 3BA wi%h !nion. 3on%inen%al &e"lare& 3ha#%er 11 ban+r!#%"y= re#!&ia%e&
%he 3BA= an& !nila%erally re&!"e& #ilo%s@ #ay. Union wen% on s%ri+e. 3on%inen%al ha& a
b!n"h o$ Aob o#enin2s "oin2 !#. Us!ally= %he bi&s on Aobs were awar&e& on basis o$
seniori%y. Union allowe& s%ri+ers %o bi& on %he Aobs. Union an& 3on%inen%al rea"he&
se%%leen%= 2i.in2 #ilo%s ( o#%ions.
C. ;nion does not breach its 9F. i it ma,es an unavorable bargaining agreement.
4. 1greement must be so ar outside the Arange o reasonableness0 as to be !holl#
irrational or arbitrar# to constitute a 9F..
9. 1 union+s authorit# to re"resent all members o a designated unit includes a statutor#
obligation to serve the interests o all members !ithout hostilit# or discrimination
to!ard an#* to eGercise its discretion !ith com"lete good aith and honest#* and to avoid
arbitrar# conduct.
E. J!es%ion 2= #2 112?6 Sho!l& !nion be liable $or brea"h o$ DFR a$%er !nion #resi&en%
"on"eale& se"re% a2reeen% wi%h ana2een%= lie& %o ebers abo!% a2reeen%= b!%
a2reeen% was s%ill %he bes% al%erna%i.e $or wor+ers?
1. One "ase sai& %he se"re% a2reeen% wi%h e#loyer &i& no% "o#ly wi%h in%ernal
#ro"e&!res o$ !nion= an& ao!n%e& %o a brea"h o$ DFR.
i. B!% wha% +in& o$ &aa2es "an e#loyees 2e% $ro !nion?
a. ;hey ha.e %o show %ha% %hey s!$$ere& har as a res!l% o$ %he &eal.
F. J!es%ion (6 Wo!l& %he $ollowin2 &eals brea"h DFR?
1. 3on"essions where "!rren% hires ain%ain ra%e o$ #ay= b!% new hires an& lon2-%ie
lai&-o$$ wor+ers 2e% lower ra%e o$ #ay6
i. Fo= i% is a"%!ally H!i%e "oon.
2. Seniori%y r!les o&i$ie& %o "!% ho!rs !ni$orly an& +ee# all wor+ers in %heir Aobs6
i. Fo= !nless yo! "an #ro.e %ha% %his is a2e-o%i.a%e&.
(. M!nior e#loyees are lai& o$$= b!% #ay in"reases %o senior e#loyees !se& %o $!n&
A!nior e#loyees@ !ne#loyen% bene$i%s.
/II. H85O: <oman rom North 4ountr# sues union or 9F. ater it did not "ursue her
grievance regarding constructive termination b# em"lo#er in violation o the 4C1. I she
"revails against the union* !hat is the remed#D
/III. Va!a v. Sipes '1,?/06
1. 4ourts (state and ederal) can revie! 9F. in the conteGt o &ection 'H1 (so N3.C did
not have eGclusive $urisdiction) because it is a doctrine created b# the courts.
1. S3 says yes= be"a!se i% is a &o"%rine "rea%e& by %he "o!r%s.
C. Wha% abo!% o%her FLRA "lais 'i.e.= Se"%ion / or - "lais0?
1. Fo= %he Boar& has eB"l!si.e A!ris&i"%ion.
4. No "unitive damages in labor la!F"ur"ose is com"ensator#.
9. &tandard is ederal: <ere union+s actions arbitrar#* discriminator# or bad aithD
E. Not all grievances* even meritorious ones need to be arbitrated.
I7. &reininger v. Sheet Metal Workers '1,-,06
1. Em"lo#ee can bring an action against $ust the unionFhe doesn+t have to bring it against
em"lo#er too.
C. Federal court $urisdiction to hear 9F. cases stems rom %? ;.&.4. &ection 1''>(a).
4. In%er-!nion rela%e& DFRs are a"%ionable in $e&eral "o!r% e.en i$ e#loyee &oes no% "lai %ha%
%he e#loyer .iola%e& %he 3BA.
9. ;nion+s liabilit# stems rom its dut# to re"resent all !or,ers in the bargaining unit
under &ection =(a) o N3.1.
E. 1roble 2= #2 11426 3an e#loyer !se FLRB@s &e%erina%ion %ha% %here was no DFR as
&e$ense a2ains% (01 s!i%?
1. Ges:%he "o!r% %y#i"ally 2i.es a hi2h le.el o$ &e$eren"e %o Boar&@s $in&in2s= wi%h
re2ar&s %o $a"%!al an& le2al "on"l!sions.
2. Wha% i$ 73 a&e &e%erina%ion no% %o $ile a "o#lain%?
i. 3o!r%s are less &e$eren%ial be"a!se %here wo!l& ha.e been no wi%nesses= "ross
eBaina%ions= e%".
7. 'L(& v. Lo!al 844- ,ea"sters '?%h 3ir. 1,-?06
1. 6ere negligence on the "art o the union is not enough.
7I. Ca"a!ho v. (itB>Carlton Water ,ower '/%h 3ir. 1,-?06
1. Intentional or rec,less behavior on the "art o union can be suicient to cause a breach
o 9F..
Rosa&o@s .iews6
I. We@re seein2 a se#ara%ion o$ #owers in Aeri"a.
A. 3o#anies
B. Unions
3. In&i.i&!al wor+ers
D. FLRB
9. 3o!r%s
II. 5owe.er= !nion &ensi%y has "olla#se& in %he #ri.a%e se"%or= so all %ha%@s le$% is "o#anies an&
in&i.i&!al e#loyees.
A. Orien%a%ion %owar&s sel$-re2!la%ion o$ $irs= wor+ers an& %heir rela%ions
B. ADR
3. >iBe& in wi%h s!#er.ision an& soe in%er.en%ion by 2o.ernen% a2en"ies.
III. 3oen%s on %he #ra"%i"e o$ labor law6
A. I$ yo! #ra"%i"e labor law= yo! won@% be 2oin2 %o "o!r% a lo%.
1. Go!@ll be loo+in2 a% %he Boar&@s r!les an& &oin2 labor arbi%ra%ions.
B. 5owe.er= i$ yo! re#resen% ana2een%= yo! i2h%.
1. R!les o$ 3i.il 1ro"e&!re are i#or%an%.
I4. 9"onoi"= Liberal an& So"ial Deo"ra%i" ;heories6
A. In%era"% wi%h ea"h o%her
B. 9"onoi" %heory6
1. >ar+e%-base&.
2. Oey "ases6
i. Ma!ka% (adio an& i%s #ro2eny.
a. I#or%an"e lies in re#la"een% o$ s%ri+ers.
ii. 'L(& v. $"eri!an 'ational .nsuran!e Co.= an& i%s #ro2eny.
a. Se"%ion -'&0= &!%y %o bar2ain "ases an& s!bAe"%s o$ "olle"%i.e
bar2ainin2 "ases.
iii. 3ases %ha% "on&en Cab!si.eD !se o$ se"%ion / ri2h%s.
3. So"ial &eo"ra%i"6
1. ;ra&i%ional .iew in $a.or o$ wor+ers@ ri2h%s.
2. 9H!ali<in2 Cbar2ainin2 #owerD be%ween e#loyees an& e#loyers.
(. 3ases in%er#re%in2 Se"%ion / broa&ly ''L(& v. Cit% Disposal S%ste"s- .n!.= *astex=
e%".0
4. Un&erine& by ;a$%-5ar%ley= howe.er= be"a!se i% 2i.es ore #ro%e"%ion %o
e#loyers.
). 5owe.er= 9F3A ay brin2 ba"+ so"ial &eo"ra%i" #ers#e"%i.e %o labor law.
i. Firs% "on%ra"% in%eres% arbi%ra%ion
ii. 9n$or"een% %ools
iii. 3ar& "he"+ re"o2ni%ion
D. Liberal %heory6
1. ;ries %o brea+ !# #ower an& a&&ress ineH!ali%ies in #ower.
2. ;ries %o brin2 %o2e%her ar+e% .iew an& so"ial &eo"ra%i".
(. Iron r!le o$ oli2ar"hy6
i. I% is or2ani<a%ion whi"h 2i.es bir%h %o %he &oina%ion o$ %he ele"%e& o.er %he
ele"%ors= o$ %he an&a%aries o.er %he an&a%ors= o$ %he &ele2a%es o.er %he
&ele2a%ors. Who says or2ani<a%ion says oli2ar"hy.
4. Oey 3ases6
i. ,extile Workers= Steelworkers %rilo2y= Lu!as 0lour an& o%her "ases rela%e& %o
arbi%ra%ion #oli"y an& nee& $or Clabor #ea"e.D
ii. Steele= $irline Pilots= Va!a an& o%her DFR "ases= %he Lan&!-7ri$$i%h A"%=
e%".
4. Wra#-!#6
A. Labor law is essen%ially a e%ho& %o balan"e6
1. 9"onoi" liber%y
2. 1oli%i"al $ree&o
(. So"ial eH!ali%y
9#loyee Free 3hoi"e A"% 'Obaa06
I. Wo!l& #ro.i&e ( "han2es6
A. FLRB ele"%ions no% ne"essary i$ aAori%y s!##or% "ar&s si2ne&
1. Wo!l& aen& Se"%ion ,'"0 o$ %he A"% %o #ro.i&e $or e#loyer re"o2ni%ion on"e !nion
#ro.i&es e.i&en"e o$ aAori%y s!##or% wi%ho!% reH!irin2 nee& o$ FLRB ele"%ion
#ro"ess.
2. Fo% ne"essarily so"ial &eo"ra%i" in orien%a%ionN "o!l& also "on$or %o e"onoi" an&
liberal %heories &e#en&in2 on %he "on%eB%.
B. Firs% "on%ra"% in%eres% arbi%ra%ion:"o#!lsory arbi%ra%ion i$ i#asse rea"he&.
1. I$= a$%er ,0 &ays a$%er bar2ainin2 be2ins= #ar%ies &o no% rea"h an a2reeen%= any #ar%y
"an reH!es% %he F>3S 'Fe&eral >e&ia%ion 3on"ilia%ion Ser.i"es0 %o e&ia%e &is#!%es.
3. F!r%her en$or"een% %ools $or FLRB.
1. 1ro.i&es "lear lan2!a2e so %ha% FLRB "an iss!e inA!n"%ions $or .iola%ions o$ UL1s
an& #ro.i&es $or %reble &aa2es an& "i.il #enal%ies a2ains% e#loyers %ha% "oi%
UL1s.
2. 3on$ors %o liberal #ers#e"%i.e %o %he eB%en% %ha% i% eH!ali<es #ower.
(. B!% "on$ors %o so"ial &eo"ra%i" %heory %o %he eB%en% %ha% %he s%a%e 2e%s in.ol.e&.
5olic# and Theor# 5roblemF' 1mendments to the N3.1:
I. 7i.en %ha% !nions are on %he &e"line= new #oli"ies %o 2i.e e#loyees be%%er an& ore ri2h%s %o #ro%e"%
%hesel.es.
II. 1ar. 1= Se"%ion (01
A. 3!rren%ly allows e#loyees %o 2o &ire"%ly %o &is%ri"% "o!r%s %o s!e !nion an& or e#loyer $or
!n$air labor #ra"%i"es when %hey %hin+ %he !nion isn@% &e$en&in2 %he as %hey sho!l&.
B. 1ro#osal6 2e% ri& o$ %his ri2h%.
1. 1roble wi%h %his6
i. Union is s!##ose& %o be en$or"in2 %he ri2h%s o$ %he e#loyees= b!% i% isn@%=
wha% +in& o$ ree&ies &o %he in&i.i&!al e#loyees ha.e?
2. Res#onse6
i. Unions are %oo wea+ an& &ensi%y is %oo sH!ali&. Union &eo"ra"y is no% as
bi2 o$ an iss!e in "o#arison %o la"+ o$ in&!s%rial &eo"ra"y an& nee& %o
eH!ali<e #ower o$ labor an& "a#i%al= whi"h are "olic# ob$ectives o the
N3.1.
III. 1ar. (= Se"%ion -'b0'40'A06
A. 1ro#osal6 allow se"on&ary a"%i.i%y a2ain.
1. 1robles wi%h %his6
i. 3ons%rain% on "oer"e is in .iola%ion o$ s#iri% o$ FLRA
ii. 1ro#er%y ri2h%s o$ e#loyers
iii. Wo!l& a+e !nions %oo #ower$!l?
2. Res#onse6
i. ;he #er"en%a2e o$ !nion ebershi# is so low %ha% %his is %he only way we
"an eH!ali<e %he &is#ari%y in #ower.
ii. Unions !s% ha.e a22ressi.e %ools $or or2ani<a%ion %o "oba% %he #roble o$
$ree ri&in2. Se"on&ary a"%i.i%y #ro.e& %o be one s!"h %ool in %he #as%= an& i$
we wan% %o eH!ali<e labor an& "a#i%al@s #ower an& "oba% e"onoi"
ineH!ali%y= a li$% on %he se"on&ary a"%i.i%y ban is reH!ire&.
I4. 1ar. ,= Se"%ion /6
A. 1ro#osal6 #ro%e"% whis%le-blowin2 %ha% is #ro%e"%e& by %he Sarbanes-OBley A"% an& %he
O""!#a%ional Sa$e%y an& 5eal%h A"% 'OS5A0 !n&er Se"%ion /.
1. 1robles6
i. ;here are ree&ies !n&er %hose s%a%!%es alrea&y. Why a&& i% %o Se"%ion /?
ii. 9B%en&in2 "o.era2e %o %hese s%a%!%es wo!l& a&& &!%ies beyon& %heir eB#er%ise
an& "rea%e A!ris&i"%ional "on$li"%s wi%h o%her a2en"ies
2. Res#onse6
i. FLRB "an learn.
ii. I#or%an% %o s%ren2%hen #oli"y obAe"%i.e o$ eH!ali<in2 #ower o$ labor an&
"a#i%al.
9IA>6
I. Doesn@% "are abo!% "ase naes= b!% "ares abo!% %he s%an&ar&.
A. Use$!l %o #!% %he "ase naes.
II. >os% i#or%an%6
A. 1!% %he s%a%!%ory se"%ion %ha% yo!@re %al+in2 abo!%.
1. Is i% .iola%in2 -'a0'(0 or -'a0')0 or 10'"0= e%".?
III. ( ho!r eBa
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