CA1: Unions keeping their employees down
NLRB v. Hotel Employees and Restaurant Employees
International Union, No. 05-1924 enforces the Board’s order, over and denies
the board’s petition for review. Ironically, in this case, the defendant was
the union itself who is an ALJ and the board determined wrongfully fired a
researcher for attempting to rile up the union’s staff about their leafleting and
picketing schedule. The opinion contains
some interesting descriptions of how unions operate, and their internal
politics. In this case, an employee of
the union was discharged for, what the ALJ concluded was “complaining about the
leafleting schedule.” Applying Wright
Line, 251 N.L.R.B. 1083 (1980), enforced, 662 F.2d 899 (1st Cir. 1981), cert.
denied, 455 U.S. 989 (1982), the ALJ and the board found that the union had not
met its burden of showing that the employee was really discharged because of
her temper, skills as a research, or general demeanor. On appeal, the court first determines that
under 29 U.S.C. § 157, the employees’ activities were for the purpose of “mutual
aid or protection” and not just grousing about her personal schedule, since
substantial evidence showed that she polled other employees about their gripes. The rest of the opinion is really affirming a
credibility determination.
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