The developing labor law : the board, the courts, and the National Labor Relations Act / editor-in-chief, John E. Higgins, Jr., Catholic University of America, Columbus School of Law, National Labor Relations Board (retired), Washington, DC ; editors, H. Victoria Hedian, Abato, Rubenstein and Abato, P.A., Baltimore, MD, Barry J. Kearney, National Labor Relations Board, Washington, DC, M. Jefferson Starling III, Balch & Bingham LLP, Birmingham, AL, Joseph J. Torres, Winston & Strawn LLP, Chicago, IL ; Committee on the Development of the Law Under the National Labor Relations Act, Section of Labor & Employment Law, American Bar Association.
2012
KF3369 .D48 2012 (Map It)
Available at Cellar
Formats
| Format | |
|---|---|
| BibTeX | |
| MARCXML | |
| TextMARC | |
| MARC | |
| DublinCore | |
| EndNote | |
| NLM | |
| RefWorks | |
| RIS |
Items
Details
Title
The developing labor law : the board, the courts, and the National Labor Relations Act / editor-in-chief, John E. Higgins, Jr., Catholic University of America, Columbus School of Law, National Labor Relations Board (retired), Washington, DC ; editors, H. Victoria Hedian, Abato, Rubenstein and Abato, P.A., Baltimore, MD, Barry J. Kearney, National Labor Relations Board, Washington, DC, M. Jefferson Starling III, Balch & Bingham LLP, Birmingham, AL, Joseph J. Torres, Winston & Strawn LLP, Chicago, IL ; Committee on the Development of the Law Under the National Labor Relations Act, Section of Labor & Employment Law, American Bar Association.
Published
Arlington, VA : Bloomberg BNA, [2012]
Call Number
KF3369 .D48 2012
Edition
Sixth edition.
ISBN
9781570187780 (two-volume set)
1570187789 (two-volume set)
9781617461446 (vol. I)
161746144X (vol. I)
9781617461453 (vol. II)
1617461458 (vol. II)
1570187789 (two-volume set)
9781617461446 (vol. I)
161746144X (vol. I)
9781617461453 (vol. II)
1617461458 (vol. II)
Description
2 volumes (lxix, 3,556 pages) ; 24 cm
System Control No.
(OCoLC)801355471
Bibliography, etc. Note
Includes bibliographical references and index.
Record Appears in
Gift
Purchased from the income of the Edith L. Fisch Fund
Added Author
Added Corporate Author
Gift
The Arthur W. Diamond Law Library
Purchased from the income of the Edith L. Fisch Fund
Table of Contents
Foreword
xxxi
Preface
xxxiii
Summary Table of Contents
xxxvii
pt. I
HISTORY OF THE NATIONAL LABOR RELATIONS ACT
ch. 1
Historical Background of the Wagner Act
3
I.
The Inadequacies of Judicial Regulation
4
II.
The Rise of Federal Regulation
8
III.
An Affirmative National Labor Policy: The Ancestry of the Wagner Act
12
A.
The Erdman Act
13
B.
The Clayton Act
15
C.
The Railway Labor Act
19
D.
The Norris-LaGuardia Act
21
ch. 2
The Wagner Act Period
25
I.
The Role of Senator Wagner
26
II.
The National Labor Relations Act: The Beginning of an Era
27
III.
Criticism of the Act: One-Sided Legislation
30
ch. 3
The Taft-Hartley Changes
35
I.
Industrial Unrest and Congressional Response
36
A.
Union Growth
36
B.
A Republican Congress
37
1.
Response to President Truman's Proposals
37
2.
Problem Areas
38
3.
Differences Between Senate and House Bills
39
C.
Presidential Veto
40
II.
The New Amendments
41
A.
Employee Rights
41
B.
Structural Changes in Board Administration
42
C.
Union Unfair Labor Practices
42
D.
"Free Speech" Proviso
43
E.
Collective Bargaining Duties
43
F.
Representation Under Section 9
44
G.
Regulation of Internal Union Affairs
45
H.
Procedural Changes
46
I.
Injunctions
46
J.
"Right-to-Work" Laws
47
III.
The Reaction
47
A.
Labor Response
47
B.
Congressional Response
48
C.
Stalemate Years
49
ch. 4
The Landrum-Griffin Changes
51
I.
The Impetus of Legislative Investigation
52
II.
The Political Climate
53
III.
Senate Action
54
IV.
Struggle in the House
55
V.
Reconciling Title VII
57
A.
A Jurisdictional Problem: An "Unregulated Terrain"
57
B.
The "Hot-Cargo" Provision
58
C.
Restrictions on Organizational and Recognitional Picketing
59
D.
Prehire Agreements
59
E.
Voting Rights for Economic Strikers
60
VI.
The Conference Committee Version
60
A.
The Changes
60
1.
Recognitional and Organizational Picketing
60
2.
Secondary Boycott Changes
60
3.
Hot-Cargo Restrictions
61
4.
Prehire Agreements
62
5.
Voting Rights for Economic Strikers
62
6.
Delegation of Board Authority Authorized
62
7.
Taft-Hartley Provisions Repealed
62
B.
Enactment of the Bill
63
ch. 5
The Post--Landrum-Griffin Period
65
I.
Jurisdiction Over U.S. Postal Service
65
II.
Section 302 Amendments and Additional Bargaining Subjects
66
III.
Health Care Institution Amendments
69
IV.
Court Invalidates Act Giving Religious Conscientious Objectors Exemption From Union-Security Coverage
70
V.
Unsuccessful Efforts to Amend the Basic Act
71
pt. II
PROTECTED EMPLOYEE ACTIVITY
ch. 6
Interference With Protected Rights
77
I.
Overview
81
A.
Introduction
81
B.
Section 7---Rights of Employees
82
1.
To Form, Join, or Assist Labor Organizations
82
2.
To Refrain From Such Activities
82
3.
Other Concerted Activities
83
C.
Employer Interference With Section 7 Rights: Section 8(a)(1)
88
1.
Derivative Violations
88
2.
Independent Violations
88
3.
Motive Not an Essential Element of Section 8(a)(1) Violations
89
D.
Union Restraint and Coercion---Section 8(b)(1)(A)
91
1.
Not a Derivative Counterpart of Section 8(a)(1)
91
2.
Nature of the Violation
92
3.
Motive Not an Essential Element of Section 8(b)(1)(A) Violations
95
E.
"Freedom of Speech"---Section 8(c) in General
95
1.
Threat or Prophecy?
97
2.
The Outer Limit of Employer Speech
99
II.
Organizational and Preelection Activity
101
A.
In General: Relation of Unfair Labor Practices to "Laboratory Conditions" Required for Elections
101
B.
Unlawful Employer Conduct
105
1.
Employer's Restrictions on Union and Employee Activity on Employer's Property
105
a.
Basic Presumptions
106
b.
Rights of Employees Over Nonemployees
107
c.
No-Solicitation and No-Distribution Rules Generally
109
(1).
Presumptions of Validity
110
(2).
Facial Validity of Rule
111
(3).
Unlawful Promulgation or Enforcement
116
d.
Implementation of Rules: Timing as an Element of Legality
119
e.
Union Buttons and Insignia
121
f.
"Captive-Audience" Speeches, Conferences, and Interviews
126
g.
No-Access Rules
128
h.
Prohibiting Protected Activity on Private Property Open to the Public
131
i.
Prohibiting Distribution of Political Materials
139
j.
Effect of Contractual Waiver of Right to Solicit or Distribute
140
2.
Specific Conduct That Violates Section 8(a)(1)
142
a.
Threats to Withdraw, and Withdrawals of, Benefits
142
(1).
Permissible Predictions and Prohibited Threats
145
(2).
Futility of Organizing
150
(3).
Inevitability of Strikes or Violence
152
(4).
Assessing Recurrent Phrases and Themes
153
(a).
"Serious Harm"
154
(b).
"Bargaining Will Start From Scratch"
155
(c).
Statements Regarding Plant Closings
157
b.
Promises and Grants of Benefits
159
(1).
Employer Inducements
162
(2).
Soliciting or Remedying Employee Grievances
166
(3).
Withholding Benefits During an Election Campaign
169
c.
Interrogation and Polling
173
(1).
Systematic Polling
175
(2).
Individual or Isolated Questioning
181
(3).
Preparation of Defense for Trial of Unfair Labor Practice Case
186
d.
Surveillance and Photographing
189
e.
Employer's Responsibility for Third-Party Conduct
194
f.
Employer Violence
196
g.
Discipline and Discharge of Supervisors
197
3.
Other Unlawful Employer Interference
199
a.
Bonuses or Benefits to Nonstrikers and Strike Replacements
199
b.
Requests for Employee Statements to the NLRB
201
c.
Employer Conduct Relating to Authorization Cards
202
d.
Suits and Threats of Suits Against Employees
204
(1).
Lawsuits Generally
204
(2).
Preempted Lawsuits
208
III.
Other Concerted Activity
209
A.
Protected Concerted Activity: In General
209
1.
Individual Versus Concerted Activity: Employee Claim of Right Under a Collective Agreement
209
2.
Individual Versus Concerted Activity: Employee Claim of Right Under Employment, Safety, and Other Laws
214
3.
Employee Activity for "Other Mutual Aid or Protection"
220
4.
Limits on Protection of Concerted Activity
227
B.
Protected Concerted Activity: Specific Conduct
233
1.
Work Stoppages
233
2.
Honoring Picket Lines
238
3.
Filing or Processing of Grievances
239
4.
Weingarten: Employee Request or Demand for Union Representation During Investigation
241
a.
Covered Interviews and Meetings
242
b.
Rights of Unrepresented Employees
245
c.
Requesting and Selecting the Union Representative
248
d.
Role of Union Representative
250
e.
Remedies for Weingarten Violations
251
5.
Safety-Related Protests
252
6.
Protests Relating to Employment Discrimination
255
7.
Appeals to Agencies and Filing of Court Actions
256
C.
Limits on Protection of Concerted Activities
259
1.
Sit-Down Strikes
259
2.
Partial and Intermittent Strikes
260
3.
Strikes in Violation of Section 8(d) of the Act
262
4.
Other Unprotected Activity
262
a.
Breach of Confidentiality
263
b.
False Allegations or Affidavits Concerning the Employer
268
c.
Disparagement of the Employer or Its Business Activities
269
d.
Disruptive, Profane, or Vulgar Behavior
274
IV.
Union Restraint and Coercion
277
A.
Section 8(b)(1)(A): Restraint and Coercion of Employees
277
1.
Not a Derivative Counterpart of Section 8(a)(1)
277
2.
Fines and Discipline of Union Members
278
a.
Discipline for Activity That Contravenes a Policy of the NLRA, Including the Filing of NLRB Petitions and Charges
282
b.
Impact of Discipline on Employment Relationship
285
c.
The Effect of Resignation on Legality of Discipline
287
d.
Discipline for Refusal to Engage in Unlawful or Unprotected Activity
292
e.
Discipline for Intra-Union Activity
293
f.
Reasonableness of Fines Imposed
295
3.
Violence and Threats
296
B.
Sections (8)(b)(1)(B) and 8(b)(4)(A): Restraint and Coercion in Selection of Employer Representatives
297
1.
Interference With the Employer's Choice of Representatives
297
2.
Union Discipline of Supervisor--Members
300
ch. 7
Discrimination in Employment
307
I.
Discrimination as an Unfair Labor Practice
309
II.
Employer Discrimination
311
A.
Persons Within the Protection of Section 8(a)(3)
311
1.
Loss of Employee Status Under Section 8(a)(3)
315
B.
Purpose of the Discrimination
316
1.
Conduct Requiring Proof of Union Animus: The Wright Line Rule
318
a.
Refusal to Hire---Salting
328
2.
Conduct Inherently Destructive of Section 7 Rights
329
C.
Specific Conduct
352
1.
Discharge or Discipline for Union Activity
352
a.
Elements of an Unlawful Discharge
352
b.
Constructive Discharge
354
c.
Employer's Knowledge of Employee's Union Activity
357
d.
Inferential Proof of Employer's Animus
361
2.
Lockouts
367
3.
Plant Closings
367
a.
Complete Cessation of Business
368
b.
Partial Closings
369
4.
Transfer of Work: The "Runaway Shop"
375
5.
Replacement and Reinstatement of Economic Strikers
381
a.
Development of the Law
381
b.
Nature of the Duty to Reinstate
384
c.
Defenses and Limitations
391
d.
Unfair Labor Practice Striker Reinstatement
395
6.
Discharge or Discipline of Union Officers for Strikes in Breach of Contract
395
7.
Discrimination Against Union Organizers and "Salts"
396
8.
Discrimination Based on Race or Sex
404
9.
Discrimination Based on Terms of Collective Bargaining Agreement
406
a.
Enforcement of Union-Security Provision
406
b.
Compliance With Superseniority Provision
409
III.
Union Inducement of Employer to Discriminate
411
A.
Union Inducements as Unfair Labor Practice Prohibited by Section 8(b)(2)
411
1.
Union Liability Requires Showing of Agency
418
B.
Violations Relating to Seniority Provisions
422
C.
Violations Relating to Union-Security Provisions
427
1.
Introduction and Overview
427
D.
Violations Relating to Hiring and Referral Halls
429
IV.
Discrimination Because of Involvement With NLRB Procedures: Section 8(a)(4)
429
A.
Truth or Falsity of Testimony
430
B.
Actual Filing of Charge Not Required
432
C.
Release From Normal Work Schedule
433
D.
Proof Scheme for Section 8(a)(4) Charges Follows Section 8(a)(3) Charges
434
E.
Supervisory Protections
438
F.
Types of Section 8(a)(4) Misconduct
438
1.
Lawsuits
441
ch. 8
Employer Domination of and Assistance to Labor Organizations
447
I.
Introduction: Section 8(a)(2)
448
II.
Labor Organization Defined
450
A.
Requirement of Participation by "Employees"
451
B.
Requirement of "Dealing With" Employers
452
III.
Employer Domination
461
IV.
Employer Interference
468
A.
Unlawful Recognition or Other Assistance
468
B.
Employer Preference Among Contending Unions
474
C.
Conduct of Supervisors
477
V.
The Requirement of Employer Neutrality
479
A.
Development of the Requirement: The Rise and Fall of Midwest Piping
480
B.
When a Union Is Incumbent
484
C.
When No Union Is Incumbent
486
VI.
Employer Support Versus Cooperation
487
VII.
The Union as Party to the Employer's Domination, Assistance, or Support
492
VIII.
Remedies
494
pt. III
THE REPRESENTATION PROCESS AND UNION RECOGNITION
ch. 9
Restrictions on Preelection Activity: "Laboratory Conditions"
503
I.
Introduction
505
A.
The Board's Authority Under Section 9
505
1.
Relation to Unfair Labor Practices
506
2.
Development of the General Shoe "Laboratory Conditions" Doctrine
506
B.
Timing of "Laboratory Period"
509
C.
Considerations in Assessing Objection Allegations
512
1.
Substantive Considerations
512
a.
De Minimis or Isolated Conduct
512
b.
Dissemination
513
c.
Narrowness of Election Results
515
2.
Procedural Considerations
515
D.
Regulating Preelection Conduct by Adjudication Rather Than Rulemaking
516
II.
Grounds for Setting Aside Elections
517
A.
Employer and/or Union Conduct
517
1.
Misrepresentations
517
a.
Development of the Prior Law Prohibiting Last-Minute Misrepresentations: The Hollywood Ceramics Rule
518
b.
Hollywood Ceramics Overruled: Voters Allowed to Assess Misrepresentations
520
(1).
General Knit: A Temporary Return to Hollywood Ceramics
521
(2).
Return to Shopping Kart: Hollywood Ceramics Again Abandoned
521
2.
Forged Documents
523
3.
Misuse of the Board's Election Process
524
a.
Reproduction of Board Documents
525
b.
Misrepresentation of Board Action
529
c.
Electioneering at the Polls
531
(1).
Electioneering Generally
531
(2).
The Milchem Rule
532
(3).
Third-Party Electioneering
534
d.
Other Conduct In and Around the Polls
535
4.
Appeals to Racial Prejudice
537
5.
The 24-Hour Rule Barring Speeches to Massed Employees
542
a.
Mail Ballots
543
b.
Paychecks
543
B.
Employer Conduct
544
1.
Assembly of Employees at Focal Point of Authority
544
2.
Home Visits
544
3.
Voter Eligibility List
544
4.
Paychecks
545
5.
Raffles
545
6.
Videotaping Employees for Employer Campaign
546
7.
Pro-Union Conduct of a Supervisor
547
8.
Payments for Voting
548
C.
Union Conduct
549
1.
In General
549
2.
Specific Promises and Grants of Benefits
549
3.
Waiver of Initiation Fees
553
4.
Other Union Conduct
560
a.
Interrogation
560
b.
Failure to Disclose Information
561
c.
Videotaping
562
D.
Third-Party Conduct
563
E.
Violence and Threats
570
III.
Remedies
575
ch. 10
Representation Proceedings and Elections
577
I.
Questions Concerning Representation
580
A.
Petitions by Labor Organizations and Employees
582
1.
Showing of Interest
582
2.
Employer Denial of Recognition
585
3.
Joint Petitions
585
B.
Petitions by Employers
586
1.
History Under the Wagner Act
586
2.
History Under the Taft-Hartley Act
587
a.
Unrecognized Unions
588
b.
Incumbent Unions
589
(1).
Development of the Law Before the Allentown Mack Decision
589
(2).
The Allentown Mack and Levitz Furniture Decisions
591
(3).
Effect of Section 8(f) in the Construction Industry
592
3.
Disclaimer of Interest
593
II.
Policies and Statutory Provisions Affecting the Processing of Petitions
596
A.
The One-Election-Per-Year Rule
596
1.
The Statutory Bar
596
2.
The Certification Year
597
3.
Voluntary Recognition Bar
600
B.
Pendency of Unfair Labor Practice Charges
603
C.
Unlawful Employer Assistance
606
D.
Fluctuating Workforce
607
E.
Contract-Bar Doctrine
609
1.
Requisites of the Contract
609
2.
Duration of the Contract
611
3.
Unlawful Clauses
613
a.
Union Security
613
b.
Checkoff
615
c.
Racial/Gender Discrimination
615
d.
"Hot Cargo"
615
4.
Expanding Units
616
a.
Prehire Agreements
616
b.
Relocation and Consolidation
617
c.
Purchasers
618
5.
Accretions
619
6.
Schism, Defunctness, and Disclaimer
622
a.
Schism
622
b.
Defunctness
623
c.
Disclaimer
624
7.
Expiration of the Contract Bar: Timeliness
625
a.
The Open Period
625
b.
The Insulated Period
626
c.
After the Terminal Date
627
F.
Clarification of Units
629
G.
Private Agreements
633
1.
Agreements Not to Represent Certain Employees
633
2.
Neutrality and Card-Check Agreements
634
III.
Election Procedures
635
A.
Preelection Matters
635
1.
Types of Elections
636
2.
Details of the Election
638
a.
Date
638
b.
Time
639
c.
Place
639
3.
Voter List and Eligibility
639
a.
The Excelsior List of Eligible Voters' Names and Addresses
639
b.
Eligibility
643
c.
Construing Stipulations of the Parties in Representation Cases
652
4.
Notice of Election
652
5.
Review of Direction of Election
654
B.
The Election Proper
656
1.
Observers
656
2.
Balloting
658
a.
The Ballot
658
b.
Voting
659
c.
Mail Ballots
660
D.
Defective Ballots
661
3.
Challenges
662
C.
Standards for the Conduct of Elections
665
1.
The Opportunity to Vote
666
2.
Conduct In and Around the Polling Areas
669
3.
The Integrity of the Ballots and the Ballot Box
669
4.
Conduct of Board Agents
671
D.
Resolution of Challenges and Objections to the Election
674
1.
Challenges
674
2.
Objections to the Election
675
3.
Resolution of Challenges and Objections
678
E.
Runoff and Rerun Elections
679
F.
Certification and Revocation
682
ch. 11
Appropriate Bargaining Units
685
I.
Background
687
II.
General Factors in Unit Determinations
690
A.
Community of Interest Among Employees
690
B.
Extent of Union Organization
693
C.
Desires of the Employees---The Globe Doctrine
695
D.
Bargaining History
697
E.
Employer's Organizational Structure
698
III.
Types of Units
699
A.
Unit Classifications Required by the Act
699
1.
Professionals
699
2.
Guards
702
B.
Unit Classifications in General
706
1.
Craft Units
706
2.
Departmental Units
712
3.
Plant and Employerwide Units
714
4.
Single Employer--Joint Employer
720
C.
Specialized Units
720
1.
Units in Health Care Institutions
720
a.
Background: The 1974 Amendment to the Act
720
b.
Development of the Law: Application of Community-of-Interest Standard and the Eight-Unit Result
722
(1).
Physicians, Interns, and Residents
722
(2).
Registered Nurses
723
(3).
Other Professionals
725
(4).
Technical Employees
726
(5).
Business Office Clericals
727
(6).
Service and Maintenance Employees
728
(7).
Guards
729
c.
Development of the Law: Adoption of the "Disparity of Interest" Standard in St. Francis (II)
729
d.
Development of the Law: The Return to the Eight-Unit Standard---The Board Engages in Rulemaking and the Supreme Court Approves
731
e.
Application of the Rule
733
f.
Units in Nonacute Health Care Institutions
735
g.
Related Issues
736
(1).
Single-Facility Versus Multifacility Units
736
(2).
Prior Bargaining History in the Institution
738
(3).
Stipulated Units
739
(4).
Decertification Elections
739
(5).
Supervisory Determinations
739
2.
Units in Colleges and Universities
743
a.
Background
743
b.
Development of the Law: Basic Structure of Professional Units and the Impact of Yeshiva
745
(1).
The Unit of All Full-Time Faculty Members
745
(2).
Development of the Law: Faculty as Managerial and Supervisory Employees--- NLRB v. Yeshiva University
745
(3).
Yeshiva Applied to Faculty
748
(4).
Other Specific Inclusions and Exclusions
749
(a).
Department Chairpersons
749
(b).
"Principal Investigators"
750
(c).
Administrative Officials
751
(d).
Program Directors
751
(e).
Coaches
752
(f).
Visiting Faculty
752
(g).
Members of Religious Orders
752
(h).
Part-Time Faculty
753
(i).
Librarians
754
(j).
Research Associates and Assistants
755
(k).
Graduate Students
755
(l).
Counselors
756
(5).
Scope of the Units
756
(a).
Multicampus Units
756
(b).
Separate Units for Professional and Graduate School Faculty
757
3.
Units in the U.S. Postal Service
759
a.
Background
759
b.
The Basic Unit
760
c.
The U.S. Postal Service's Challenge to the Basic Units
762
D.
Multi-Employer Bargaining Units
763
1.
The Role of Multi-Employer Units in the Bargaining Process
763
2.
Establishment of the Multi-Employer Unit: Its Consensual Nature
766
3.
Dissolution of the Unit
771
a.
Total Dissolution
771
b.
Withdrawal After Bargaining Begins
773
c.
Withdrawal After Impasse: The Bonanno Linen Rule
775
4.
Scope of the Multi-Employer Unit
779
5.
Multilevel Bargaining Units
780
ch. 12
Recognition and Withdrawal of Recognition Without an Election
783
I.
Introduction
785
II.
History
788
A.
The Practice Under the Wagner Act
788
B.
The Joy Silk Period
789
C.
The Gissel Decision
795
III.
Elements of a Bargaining Obligation in the Absence of an Election
800
A.
Majority Representation
800
1.
Form of Designation
801
2.
Name of Union
803
3.
Status of the Solicitor
803
4.
Time of Execution
804
5.
Authentication
805
B.
Demand for Recognition in an Appropriate Unit
806
C.
Employer Unfair Labor Practices
808
1.
Conduct Warranting a Gissel Bargaining Order
810
a.
No Per Se Rules
810
b.
"Hallmark" Violations: Invasive Employer Conduct
810
c.
Other Specific Employer Unfair Labor Practices
813
(1).
Threats
813
(2).
Promise or Grant of Benefits
815
(3).
Unlawful Efforts to Undermine or Discourage Union Support
816
(4).
Interrogation
817
(5).
Other Offenses
818
2.
Conduct Not Warranting a Gissel Bargaining Order
819
D.
The Bargaining Order as an Extraordinary Remedy
825
1.
Where the Employer Does Not Violate Section 8(a)(5)
825
2.
Where the Employer Commits "Outrageous" Violations But the Union Lacks Proof of Majority Support
828
IV.
Bargaining Obligation Established by Employer Card Checks, Polls, and Other Independent Means
831
V.
Defenses to the Remedial Bargaining Order
839
A.
Union Lack of Majority Status
839
1.
Timing of the Demand for Recognition
840
2.
Invalid Authorization
841
a.
In General
841
b.
Nature of the Card
842
c.
Misrepresentations
843
d.
Coercion and Related Interference
844
e.
Supervisory Interference
844
B.
Change of Circumstances
846
C.
Union Discrimination or Misconduct
850
VI.
Withdrawal of Recognition
852
A.
Employee Activity or Inactivity as a Justifying Consideration
861
B.
Activity or Inactivity by the Union
866
C.
Filing of Decertification Petition
869
D.
Bargaining-Unit Factors
873
E.
Miscellaneous Factors
874
1.
Union Affiliations
874
2.
Effect of Section 10(b)
874
3.
Appropriate Bargaining Unit---The Estoppel Doctrine
875
4.
Other Defenses
875
pt. IV
THE COLLECTIVE BARGAINING PROCESS
ch. 13
The Duty to Bargain
879
I.
Introduction
882
a.
Historical Background
882
1.
Origin of the Concept of Collective Bargaining
883
2.
The Wagner Act
885
3.
The Taft-Hartley Amendments: The Statutory Language
886
b.
Elements of the Bargaining Obligation
887
1.
The Duty to Meet, Confer, and Negotiate
887
2.
The Obligation to Deal in Good Faith
889
3.
The Subjects of Bargaining
891
II.
Per Se Violations
892
a.
Unilateral Changes
893
b.
Bargaining Directly With Employees
905
c.
Refusal to Execute Written Contract
908
D.
Refusal to Meet at Reasonable Times
911
E.
Refusal to Confer
912
f.
Insisting on Nonmandatory Subjects of Bargaining
912
III.
The Good Faith Requirement
913
a.
Totality of Conduct Assessed: General Electric and the Proper Role of the Parties
914
b.
Indicia of Good or Bad Faith
922
1.
Surface Bargaining
922
2.
Concessions, Proposals, and Demands
930
a.
Concessions
930
b.
Proposals and Demands
935
(1).
Contract Duration
942
(2).
Checkoff
943
(3).
Management Rights
945
3.
Dilatory Tactics: Refusing to Confer at Reasonable Times and Intervals
947
4.
Bargaining Representatives
952
5.
Representative With Inadequate Authority to Bargain
954
6.
Imposing Conditions
955
7.
Unilateral Changes
959
8.
Bypassing the Representative: Individual Contracts of Employment
965
9.
Commission of Unfair Labor Practices
973
IV.
The Duty to Furnish Information
976
a.
The Role of Information in the Collective Bargaining Relationship---An Overview
976
1.
Bargaining Over New Terms and Conditions
976
2.
Representation Under an Existing Collective Bargaining Agreement
977
3.
Refusal to Furnish Information as an Unfair Labor Practice
978
4.
The Union's Duty to Supply Information
980
b.
Nature of the Duty to Furnish Information
982
1.
Request or Demand
982
2.
Relevance or Necessity
985
3.
Availability
993
a.
Good Faith Effort to Respond to Request
993
b.
Delay in Providing Information
995
4.
Manner and Form
996
5.
Employer Defenses
1000
a.
Claims of Confidentiality or Privilege Based on Employer Interests
1001
b.
Claims of Confidentiality or Privilege Based on Employee Privacy or Protection
1007
c.
Waiver by Union
1012
D.
Withdrawal of Recognition
1015
c.
When the Duty Exists
1016
D.
Information That Must Be Furnished
1021
1.
Financial Information
1021
2.
Other Information
1031
a.
Wages
1031
b.
Hours and Terms and Conditions of Employment
1034
c.
Employee and Customer Information
1036
D.
Strike Replacement Information
1039
E.
Equal Employment Opportunity Information
1040
f.
Miscellaneous Information Issues
1041
V.
Economic Pressure During Bargaining
1043
a.
Lockout
1044
b.
Responses to Strikes
1046
VI.
Bargaining Impasses
1049
a.
Elements of Impasse
1049
b.
Effect on the Bargaining Obligation
1056
VII.
Defenses and Exceptions: Waiver, Suspension, and Termination of Bargaining Rights
1067
a.
Waiver of Bargaining Rights
1067
1.
Waiver by Express Agreement
1069
a.
"Zipper" Clauses
1074
b.
"Management-Rights" Clauses
1076
c.
Board Jurisdiction to Construe Collective Bargaining Agreements
1081
2.
Waiver by Bargaining History/Past Practice
1082
3.
Waiver by Inaction
1086
b.
Suspension During Illegal or Unprotected Activity
1091
c.
Union Loss of Majority
1093
VIII.
The Construction Industry: Section 8(f)
1100
a.
History of Bargaining in the Industry and Application of Section 8(f)
1100
b.
The Deklewa Decision: Binding Section 8(f) Agreements and the Duty to Bargain
1104
IX.
Notice to Terminate or Modify the Labor Agreement
1112
a.
Notice Requirements Generally
1112
b.
Notice Requirements in the Health Care Industry
1118
X.
Coalition or Coordinated Bargaining
1124
XI.
Bargaining During the Term of an Existing Agreement
1129
XII.
Dual Employer Operations: The "Double-Breasted" Issue
1137
a.
Single Employer
1137
b.
Alter Ego
1143
ch. 14
Effect of Change in Bargaining Representative During the Term of a Collective Bargaining Agreement
1151
I.
Context in Which the Issue Arises
1151
II.
Rights and Obligations of New Bargaining Representative and Employer Under Contract With Prior Representative
1153
a.
Representation Proceedings
1153
b.
Section 8(a)(5) Proceedings: American Seating
1154
c.
Right of Superseded Contracting Union
1157
III.
Mergers and Transfers of Affiliation
1158
a.
Due Process
1159
b.
Continuity of Representation
1164
ch. 15
Effect of Change in the Employing Unit: Successorship
1171
I.
Scope of the Topic
1173
a.
Factual Setting
1173
b.
A Summary of the Law
1174
II.
Historical Development
1176
a.
Early Rulings
1176
b.
Wiley v. Livingston: Under Section 301 Contract Obligations of Merged Employer Survive the Merger
1179
1.
Impact of Wiley: The Courts
1181
2.
Impact of Wiley: The Board
1182
c.
The Burns Case: Under the NLRA, Is the New Employer Bound to the Prior Employer's Contract?
1183
D.
Burns: The Supreme Court's View
1185
1.
The Bargaining Obligation
1185
2.
The Contractual Obligation
1185
E.
Aftermath of Burns
1187
f.
Howard Johnson: The Triumph of Burns Over Wiley
1188
g.
Golden State Bottling Co.: Duty to Remedy Predecessor's Unfair Labor Practices
1190
h.
Fall River Dyeing: "Successor" Further Defined
1192
III.
Successorship and the Bargaining Obligation
1194
a.
Continuity of the Workforce: "The Concept of Majority"
1194
1.
The Applicable Yardstick
1194
2.
The Appropriate Time for Measuring Majority Status
1198
3.
Presumption of the Union's Continued Majority Status
1204
4.
Discriminatory Refusals to Hire Predecessor's Employees
1218
b.
Continuity of Identity in the Business Enterprise or Employing Industry
1224
c.
Continuity of the Appropriate Bargaining Unit
1233
D.
The Effect of Hiatus
1243
E.
Determining When the Bargaining Obligation Attaches
1245
1.
Generally
1245
2.
The "Perfectly Clear" Exception
1250
IV.
Successorship and the Contractual Obligation
1257
a.
The "Alter Ego" Employer
1257
1.
Alter Ego Status Compared With Single-Employer Status
1260
2.
The Defining Factors of the Alter Ego Employer
1263
a.
The Factor of Common Ownership
1266
b.
The Factor of Employer Motive to Evade Labor Obligations
1270
3.
Alter Ego Status Based on the "Disguised Continuance of the Old Employer"
1276
4.
Individual Liability: "Piercing the Veil" of the Alter Ego Employer Entity
1279
5.
Application of Alter Ego Test in Section 301 Actions and in Arbitration
1284
6.
Application of Alter Ego Test in Bankruptcy Settings
1289
b.
The Stock Purchaser
1294
c.
Adoption of Predecessor's Contract
1300
V.
Successorship and the Contract-Bar Doctrine
1304
VI.
Liability of Successor for Predecessor's Unfair Labor Practices
1308
VII.
Liability of Successor to Remedy Delinquent Pension Fund Contributions
1319
ch. 16
Subjects of Bargaining
1321
I.
Introduction
1323
II.
Historical Background
1324
III.
Development of the Distinction Between "Mandatory" and "Permissive"
1327
a.
Borg-Warner---The Basic Principles
1327
b.
Pittsburgh Plate Glass---The "Vitally Affects" Test
1329
c.
Ford Motor Co.---The Role of the Board and of Industry Bargaining Practices
1333
D.
First National Maintenance Corp.---The Balancing Test
1334
E.
Application of First National: From Otis Elevator to Dubuque Packing
1337
IV.
Mandatory Subjects of Bargaining
1341
a.
Wages
1342
1.
In General
1342
2.
Specific Forms of Compensation
1343
a.
Bonuses
1343
b.
Pensions
1347
c.
Health and Welfare and Insurance Plans
1352
D.
Profit-Sharing Plans
1360
E.
Stock Purchase Plans
1361
f.
Merit Wage Increases
1362
g.
Housing, Meals, Services, and Discounts Supplied by Employer
1367
h.
Other Miscellaneous Benefits
1369
I.
Payments and Charges to Nonemployees That Affect Wages of Employees
1372
3.
Effect of Governmental Wage Controls
1373
b.
Hours
1374
c.
Other Terms and Conditions of Employment
1378
1.
In General
1378
2.
Specific Terms and Requirements
1381
a.
Seniority, Promotions, and Transfers
1381
b.
Retirement Eligibility
1384
c.
Union-Security, Checkoff, and Hiring-Hall Provisions
1384
D.
Management-Rights and Waiver Clauses
1388
E.
Plant Rules and Discipline
1390
f.
Drug and Alcohol Testing
1396
g.
Grievance Procedures and Arbitration
1398
h.
Safety and Health
1400
I.
No-Strike and No-Lockout Clauses
1403
j.
Work Assignments
1403
k.
No-Discrimination Provisions
1408
l.
Change in Operations
1409
m.
Major Business Changes
1412
(1).
Subcontracting and Removal of Work From the Bargaining Unit
1412
(a).
Background
1412
(b).
Supreme Court Decisions
1414
(c).
Otis Elevator (II)
1420
(d).
Effects of the Decision to Subcontract or Transfer Work
1424
(e).
Relocation of Unit Work During Contract Term
1425
(f).
Transfer of Unit Work
1427
(2).
Partial Closure, Sale, or Merger of Business, or Plant Relocation
1428
n.
Successorship and "Application of Contract" Clauses
1440
o.
Arrangements and Conditions for Negotiations
1442
p.
Neutrality Agreements
1445
V.
Permissive Subjects of Bargaining
1447
a.
In General
1447
b.
Specific Subjects
1450
1.
Definition of Bargaining Unit
1450
2.
Parties to a Collective Bargaining Agreement
1457
3.
Selection of Bargaining Representative
1458
4.
Union-Recognition Clause
1461
5.
Performance Bonds, Indemnifications, and Legal Liability Clauses
1461
6.
Administrative Expense Funds
1463
7.
Interest Arbitration and Bi-Level Bargaining
1464
8.
Internal Union Affairs
1468
9.
Union Label
1470
10.
Industry Promotion Funds
1471
11.
Employees Excluded From Coverage of the Act: Supervisors and Agricultural Labor
1472
12.
Settlement of Unfair Labor Practice Charges
1474
13.
Tape Recordings, Stenographers, and Other Technical Preconditions on the Bargaining Process
1475
14.
Miscellaneous
1477
VI.
Illegal Subjects of Bargaining
1479
a.
Relationship to Duty to Bargain
1479
b.
Specific Illegal Subjects
1481
pt. V
ARBITRATION AND THE ACT
ch. 17
Relation of Board Action to Enforcement of Agreements Under Section 301
1489
I.
Introduction
1490
II.
Section 10(a) Power of the Board
1492
III.
Scope and Purpose of Section 301
1494
a.
Background and Legislative History
1494
1.
Background
1494
2.
Legislative History
1495
b.
A Source of Federal Substantive Law
1496
c.
The Steelworkers Trilogy
1503
D.
Jurisdiction of the Courts: State and Federal
1512
E.
Jurisdiction of the Courts: Preemption
1513
f.
Overlapping Jurisdiction: Conflict or Accommodation?
1514
1.
Federal and State Courts
1514
a.
Concurrent Jurisdiction
1514
b.
Statutes of Limitations
1515
2.
The Board and the Courts
1524
IV.
Injunctions in Aid of Arbitration: Section 301 Versus Norris-LaGuardia
1533
a.
The Supreme Court First Bars, Then, in Boys Markets, Allows, Enjoining of Strikes Over Arbitrable Grievances
1533
b.
The Boys Markets Injunction: Halting Strikes Over Arbitrable Grievances
1536
1.
The Prerequisites for Issuance of Injunctive Relief
1536
a.
In General
1536
b.
Strike in Breach of a Contract
1538
c.
Strike Over an Arbitrable Dispute
1541
D.
Irreparable Injury and the Balance of Equities
1546
E.
Employer Ordered to Arbitrate
1548
f.
Limitations on Prospective Relief; Mootness
1548
2.
Sympathy Strikes Not Enjoinable: Buffalo Forge
1551
3.
Safety Strikes
1554
4.
Injunctions Against Employers in Aid of Employee Choice During Safety Investigations
1555
5.
Injunctions Against Employers to Preserve the Status Quo
1556
c.
Injunction Suits in State Courts
1563
V.
NLRB Interpretation of the Collective Bargaining Agreement
1565
a.
Statutory Authority to Interpret Agreements
1566
b.
Cases Where the Board Interprets Contract Provisions
1569
1.
Interpretation of Lawful Contract Clauses
1569
2.
Interpretation to Determine Whether Express Statutory Prohibitions Have Been Violated
1570
ch. 18
Accommodation of Board Action to the Arbitration Process
1573
I.
Introduction and Historical Development
1575
a.
Arbitration and the Courts
1575
b.
Jurisdiction of the NLRB Over Arbitral Matters
1580
c.
From Post-Arbitration Deferral Under Spielberg to Prearbitration Deferral Under Collyer
1586
1.
The Spielberg Rationale for Board Deferral After an Arbitrator Has Ruled
1587
2.
The Collyer Rationale for Board Deferral Before Arbitration Has Occurred
1589
3.
Collyer in the Reviewing Courts
1595
D.
Contractions and Expansions of Collyer Deferral Policy
1596
1.
Restricting the Deferral Practice: General American Transportation
1596
2.
Expanding the Deferral Practice: United Technologies
1597
E.
The Board's Dubo Deferral Policy
1599
II.
Prearbitral Deferral: Applying the Collyer Doctrine
1599
a.
The Parties' Relationship
1599
b.
The Parties' Willingness to Arbitrate and Arbitrability
1602
c.
Whether the Dispute Centers on Statutory Policy
1606
1.
Matters Only Incidentally Related to the Collective Bargaining Agreement
1606
a.
Representation Matters
1606
b.
Inadequate Contract Coverage
1608
c.
Section 8(a)(4) Issues
1609
D.
Questions of Law and Statutory Obligations
1609
E.
Rival Union Situations
1611
f.
Potentially Illegal Results
1612
2.
Discharge and Discipline Cases
1613
3.
Matters Involving the Contract: Unilateral Action
1614
4.
Demands for Information
1618
D.
The Board's Continuing Role in Collyer and Dubo Deferral Cases
1621
III.
Post-Arbitral Deferral: Applying the Spielberg Standards
1623
a.
The Issue Under the Act Was Presented and Considered in Arbitration
1624
1.
Development of the Law: Early Indecision and Vacillation
1624
2.
The Current Standard: "Factual Parallelism" Under Olin
1625
3.
Application of the "Factual Parallelism" Standard
1627
b.
Fair and Regular Proceedings
1632
1.
The Arbitral Procedure
1632
2.
Hostility of the Tribunal or Union Representative Toward the Grievant
1633
c.
Agreement of All Parties to Be Bound
1634
D.
The Award Is Not Repugnant to the Policies of the Act
1636
IV.
Other Factors Affecting the Board's Post-Arbitral Deferral Policy
1642
a.
Representation Cases
1642
b.
Certain Unfair Labor Practices: Sections 8(a)(2) and 8(a)(4)
1645
c.
Work-Assignment Disputes, Deferral by Statute
1647
D.
Settlement or Other Disposition Under a Grievance Procedure Short of an Arbitral Award
1648
1.
Deferral to Joint Committee Awards
1648
2.
Deferral to Voluntary Grievance Settlements
1649
3.
Deferral to Grievances Dropped by the Union
1652
E.
Failure to Abide by an Arbitral Award
1653
V.
Response of the Reviewing Court to the Board's Deferral Standards
1654