LaborLaw

ProfessorEstreicher
fall,1994
I.Generalconcepts
A.Goalsoflaborrelationsprogram
1.Efficiency>tofacilitateagreement
a.toprovideefficientlycollectivegoods
b.grievanceprocedure
c.Enforcementofcontractsandotherworkeragreements
d.Hiringofworkers
e.Unionsaresuppliersoflowcostbenefits
f.Unionsactasagentsofcollectivevoice
2.Redistribution>increasebargainingpowerofindividualworkers
a.Publicchoicetheory(powergrabbing)
b.WagnerAct(attempttoincreasepurchasingpowerofworkerstocreate
demandforAmericangoods)
c.Evolvingsocialnormstowardpaternalism
d.Protectinggreaterequality
3.Participation
a.Strongcorrelationbetweenpresenceofunionanddemocracy
b.Notionofcountervailingpower
4.Stability
a.Promotionofpeace
b.Mechanismforadjustingconflict
B.Whopaysforunions?
1.Consumerwelfarelosstheory
a.decreasedsupply
b.higherprice
c.Result>lowerstandardoflivingandshortages
d.Gov'tmayhelpthroughregulatingentryofnewfirms
2.Nonunionwelfarelosstheory
a.increasedsupply
b.lowerwages
c.Result>thoughunionswin,laborasawholeloses
d.Inresponse,nonunionshopsseektoreplicateunionfirms
(thishurtsunions)
e.Notealsothatunionworkersmaypreferunemploymenttononunionwages
3.Profiteffecttheory(FreemanandMedoff)
a.unionwagegains=productivity+profiteffect
Inotherwords,aportionofunionwagesispaidforbyproductivitygains
b.Publicgoodexplanationforunions
c.Criticism>ifthiswereso,whywouldemployersresistunions?
C.Alternatives

1.CharlesFried
a.Forgetunionization
b.Achieveuniongoalsthroughthepassageoflegislature
i.e.FamilyLeave,HealthCare
2.Canadianapproach
a.Passlawstohelpfurtheruniongoals
3.Germanapproach
a.Havemandatoryemployeeorganizations
b.Makethemfirmbased
D.Socialimpactoflaborunions
1.Laborunionsmayalsobeanalyzedfromaminorityrightspointofview
NationalLaborRelationsActandNationalLaborRelationsBoard
II.OrganizationoftheNLRB
A.Structure&Role
1.5memberboard&GeneralCounsel
a.AppointedbythePresident
b.Board>adjudicatory
c.GeneralCounsel>prosecutorial
2.HearsULPandrepresentationcases
B.ProcedureforULPcase
1.Filecharge
2.Investigatecharge
a.GeneralCounselhasunreviewablediscretion
b.Noprivaterightofaction
3.GeneralCounselissuescomplaint
4.ALJhearing
a.GeneralCounselhastheburdenofpersuasion
5.ReportbyALJ
a.TheALJ'sreporthasnoindependentauthority
b.Merelyproposesdecisionoflawandremedy
6.ReviewbyNLRB
a.Decideonbasisoftherecord/nooralargument
b.Boardordersarenotselffulfilling
7.Theremustbya10(e)petitionforenforcement...
...or,inthealternative,a10(f)petitiontodenyenforcement
C.Procedureforarepresentationcase
1.Oneoffourtypesofpetitionsisfiled
a.Petitionforrepresentationelection
mustshowthat30%wantelection
b.Decertificationpetition
aunionisalreadyinplaceandemployeesnolongerwanttheunion
c.Deauthorizationpetition
d.Unitclarification
2

unionexists,butworkhaschanged
2.Petitionisinvestigated
a.Isthere30%showing?
b.Whatistheunit?Howshoulditbedefined?
c.Istherepropereligibility?
d.Limitedappealtothisinvestigation;nojudicialreview
3.Regiondecision
4.note:becausethereisnojudicialreview,theunion'sonlynextoptionafter
unfavorabledecisionisaULPproceeding
D.Rulemakingv.Adjudication
1.Advantagesofadjudication
a.Faster
b.Morespecificremedy(notbroadbasedstatements)
c.Desiretoappearneutral
d.Agencylikestobeambiguous
2.Advantageofrulemaking
a.Greaterpublicparticipation
b.Mayhelpalleviateproblemsofdelay
(reducesunnecessarylitigation)
c.Moreinformationtoagency>cancomeupwithagood,usefulrule
d.note:Estreicherhasanarticleaboutwhyrulemakingisbetter
37Admin.L.Rev.167
E.Jurisdiction
1.Toughcategoriesofworkers
a.cabdrivers
b.medicalinterns(workinginmedicalprofession,butpartofeducation)
c.newsboys
2.Supervisorsarenotcovered
(butprofessionalEEsare,eventhoughtheysometimessupervise)
3.Reasonsforsupervisoryexclusion
a.concernforconflictofinterest
b.alignmentproblem(managementlabor)
supervisorsmayhaveaccesstoconfidentialinformationandcoulduseit
forbargainingpower
whatifsupervisorspatronizeonlyunionsuppliers?
strikesituation:whoperformssupervisors'workduringstrike?
4.Arenonsupervisorymanagersimpliedlyexcluded?
a.Yes:2(3)
b.Therewouldbeaconflictofinterestinstrikesituation
c.Ex.ofnonsupervisorymanager:buyer(manages,butnotpeople)
5.NLRBv.BellAerospaceCo.
a.Broaddefinitionof"manager"
F.EnforcementandJudicialReview
1.Scopeofreview

a.Historicalfactors
Whodidwhattowhom,why,andwithwhatmotive?
b.Questionoflaw
traditionalview>respectforagency
Chevrondoctrine>deferencetheory(thatis,defertotheBoard)
c.Applicationoflawtofact
Strongernotionofdeferencetoagency'sapplication
d.Policyjudgments
Itiscourt'sjobtointerpretthestatute
However,whereCongressdoesn'tgiveaclearcutanswer,ask
hasagencystayedwithinboundsofdiscretion?
isagency'sinterpretationreasonable?
III.ProtectionofConcertedActivity
A.Generally
1.WhataretheSection7rightsofemployees?
a.righttoselforganization
(toform,joinorassistlabororganizations)
b.tobargaincollectivelythroughrepresentativesoftheirownchoosing
c.toengageinconcertedactivityforthepurposeofcollectivebargainingor
othermutualaidorprotection
d.torefrainfromanyorallcollectivebargaining,etc.(unlessconditionof
employmentsee8(a)(3))
2.ViolationsofSection7areconsideredUnfairLaborPracticesunderSection8
a.8(a)(1): itisaULPtointerferewith,restrain,orcoerceemployeesin
theirexerciseofsection7rights
Note!8(a)(1)identifiesULPsgenerally.
8(a)(2),(3)and(4)are"merelyformsofinterference,
restraintorcoercion,soaviolationofoneofthem
automaticallyviolates8(a)(1)"
B.ConceptsofDiscriminationandofInterference,RestraintorCoercionof7rights
1.Motivebasedviolations
a.theory:thatlawisindifferenttoeffect
(i.e.ERsmaydischargeEEs,butnotforunfairreasons)
2.Impactbasedviolations
a.ERmusttoleratesomeinconveniencetopropertyrightsinordertopermit
organizingactivity(RepublicAviation)
ERmay,however,imposenondiscriminatoryrestrictions(seebelow)
3.RestrictionsonWorkplaceSolicitationandDistribution
a.ERmaylimitsolicitationtononworkinghours(breaks,before&after
work)
solicitation=verbalcommunication,handbilling
b.Distributionmaybelimitedtononworkingtimeandnonworkingareas
c.Solicitationordistributionbynonemployees:

AnERmayprohibitsolicitationordistributionbynonemployee
anywhereoncompanyproperty,providedtheunionhasother
meansofcommunicatingwithemployees(NLRBv.Babcock

organizers
reasonable
&Wilcox)
C.AccommodationofSection7rightsandemployerinterests
1.Noteconflictinginterest:
a.ER: propertyinterest
alternatemeansoforganizingmaybepursuedoffsite
thirdpartyimpact
security/enforcementofrules
b. EE:
needsinertiaofunion
information
unionmayhavenootherwayofgainingaccess
2.Lechmere,Inc.v.NLRB
balancingsection7rightsasagainstERpropertyrightsisappropriateonly
wherenonemployeeorganizersdonothavereasonableaccesstoEEs
outsideER'spropertyusuallyjusttherareinstancesinwhichEEswork
in
geographicallyremoteorinaccessiblelocations
3.InterestinEntreprenurialFreedom
a.ShouldcertainERdecisionsbeshielded?
b.Whatifaplantshutsdownafterunionization?
Financialreasons...
(looktotiming)
c.TextileWorkersUnionv.DarlingtonMfg.Co.
appearstobeaviolationof8(a)(3)
asiftotalclosing(thenmotivedoesnotmatter>youmayclose)
nofutureeconomicbenefitisderivedfromfiringunionmembers
noimpactelsewhere(to3rdparty)
goingoutofbusinessisnot"strategic;"
rather,itispermanent
remedialdifficulties(cannotforceanemployertostayin
business)
thoughtherecouldbedamages,i.e.backpay
no"freespeech"protectionforthreatsofreprisalorforceagainst
employeesexercisingtheirrightstoselforganization,orforapromise
ofbenefitstothosewhodonotexercisethoserights.
ThisisconsideredaperseULP.
d.Issuestoconsider
>runawayshop
(NYplantshutsdownandoperationmovestoFL)
Probablynotan8(a)(3)violationbecausenewemployeeswillnot
know
whyNYshopwasclosed
Thisisatransferofproduction,nothalting.
>shutdownofadepartmentinaplant

D.Scopeofprotectedactivity
1."Protected"concertedactivity:impropermeans
> Ifaunionhasbeenrecognizedastheexclusivebargainingrepresentative
for
employeesinabargainingunit,theemployeesmustchanneltheir
grievancesandactivitiesthroughtheunion
Note:7righttoengageinconcertedactivityexistsevenifthereisnounion
WashingtonAluminum
Anemployerviolated8(a)(1)bydischargingagroupofunorganized
employeeswhowalkedoffthejobtoprotestextremecoldintheshop
notefurther>reasonablenesswasnotafactor.
Evenhadtheywalkedoffthejobforlesssympatheticends,still
wouldhavebeenprotectedactivity.
BUT!
Employeesdonothavetherighttoengageinconcerted"slow
down"inprotestofchangeinpaymentstructure(from
piecemeal
tohourlywage)SeeElkLumber
"TheBoard,withoutjudicialdissent,hasdeclinedtofind
partial
orintermittentstrikesorworkslowdownsprotectedunder
the
Act."(IV83)
>generalrule:worknow,grievelater
2."Protected"concertedactivity:objectives(purposesof8(a)(2))
a.Employerdeception
b.Employercoercion
c.Falseconsciousness
allowingemployersanyrolelimitsworkers'abilitytomakefreechoice
E.Employer"support"or"domination"of"labororganizations"
1.Prohibitionofthecompanyunion
a.However,tendencyistodepartfromstrictreadingofthestatuteandpermit
somefrontlinemanagement(moreefficient)
2.Keycase:Electromation
a.Boardheldthatcommitteessetupbymanagementwithemployee
participationmayconstitute"labororganizations"andthusviolate8(a)(2)
Decisionbasedonthreecriteria
employeesmustbeonthecommitteeinquestion
thecommitteesmust"dealwith"theemployer
subjectsmustincludewages,hour,orotherconditionsof
employment
(section2(5)subjects...)
b.Estreicher'sNYUL.Rev.articleforalternative
IV.TheFacilitationofExclusiveRepresentation:NLRA9
A.NLRBRepresentationElections
1.Overview

a.9(a):"designatedorselected"
designated=voluntaryorothermeansofcompellingrecognition
selected=NLRBelectionleadingtocertification
b.Boardpreferenceforelections
c.Twowaystomoveforanelection
Representationpetition
Need"showingofinterest"(30%)

thesesignaturesarenotdisclosedtoemployer
Consentelection
agreementbetweenemployerandunion
raretoday
d.Afteranelectionhasbeenordered,employerisrequiredtogivetheuniona
listofthenamesandaddressesofemployees("Excelsior"list)
FailuretogivethelistisnotaULP,butitmaybegroundsforsetting
aside
theelection
e.Ifunionwinsmajority,thenitiscertified
2.Groundsfornotentertaininga"QuestionConcerningRepresentation"
a.lackofsubstantialsupport
musthave30%oftheemployeesintheunitinvolved
b."BlockingCharge"
TherewillbenoelectionspendingULPcharges
Thisistopromoteemployeefreechoice(butitcausesdelay)
c.contractbar
Tooperateascontractbar,anagreementmust:
coveranappropriateunit
beinwriting
contain"substantialtermsandconditionsofemployment"
nobarifcontractonlyconcernswages,isconfinedto"members
only"orlacksaterminationdate
acontractcontaininganinvalidprovisionmaystillactasbartoelection
becausetodootherwisewouldbetoinvalidatetheentirecontract
which
isamoredrasticremedythaninaULPsituation
validcollectivebargainingcontracterectsathreeyearbartoelections
Whenapetitionmaybefiledwherethereisacontract:

constitutes
considered

"Apetitionbyarivalunion,bytheemployer,orbyemployeesseeking
decertification,generallymustbefilednomorethan90,andnoless
than60,dayspriortotheexpirationdateofthecontract(orsomuchof
itstermasdoesnotexceedthreeyears).This60dayperiod
an"insulatedperiod"duringwhichpetitionswillnotbe
timelyfiled."
Purposeofallthis?
toreducedisruption

to

tohavearenegotiationperiodwherebyrenewalagreementsmaybe
negotiatedfreefromrivalpressure
togiveoutsideunionsprecisetimechart
toconservetimeofregionaloffices
"Liftingthecontractbar"
schism
internalriftcreatinginstability(HersheyChocolate)
prematurerecognition
ifcontractwasexecutedbeforeanyemployeeswerehiredorprior
substantialincreaseinpersonnel,thenthereisnocontractbar
(Notethatprematurerecognitionisaviolationof8(a)(2))
d.Priorcertificationorrecognition
Whattodowhenaunionlosessupportafterelection?
Recognizetheunion>legitimacyofprocessrequiresthis
oneyearelectionbar
9(c)(3):noelectionisallowedwithinoneyearofvalidelection
(thisdoesnotbarvoluntaryrecognition)
Brooksthereisaoneyearcertificationbar
Boardwillnotentertaindecertificationpetitionwithinoneyearof
election:tolegitimizeelections,incentivetohavegoodfaith
bargaining(seeEstreicherV14)
e.Legitimacyanddisqualificationoftheunionrepresentative
Boardrefusestoentertainclaimsthatunionrepisineffectiveorcorrupt
racediscriminationisnotadefenseforrefusaltobargainaftercert.
however,conflictofinterestwillbegroundsfordisqualification
employermustshowthatdangerofconflictisclearandpresent
3."AppropriateUnits"forElectionandBargaining:NLRA9(c)(4)&9(b)
Beforeanelectionmaybeheld,mustfirstdeterminetheproperelectoralunit
Thisisdeterminedbynumberofjobs,notnumberofjobholders
a.Generalprincipleindeterminingunit(NLRBAnn.Rep.1949):
"onlyemployeeshavingasubstantialmutualityofinterestinwages,hours
andworkingconditions,asrevealedbythetypeofworktheyperform,
shouldbeappropriatelygroupedinasingleunit."
Fourcriteria
extentandtypeofunionorg.andhistoryofcollectivebargaining
duties,skills,wagesandworkingconditionsofemployees
relationshipbetweenproposedunitandemployer'sorg.(inc.geog)
employeedesires
b.Bargainingbycraft?
Boardhasresistedcraftunits
Criteriaitwillconsider(seeEstreicherV30)
c.Healthcare
Boardwantedprofessionalandnonprofessionalunitsonly
Ruleestablished8unitstructure

org.

d.Singleormultilocationalunits
Broadunitsaredisfavoredbytheunionsbecausetheyaredifficultto

SeeV38forcriteriafor"communityofinterests"
GouldBoardhasrecentlyproposedthattherebeonlysinglelocation
units
whennolikeunitiscloseby
Boardpreferssinglelocation
Courtsprefermultilocation
Multiemployerunits
Whyemployerslikethese:
spreadscostsofnegotiating
perfectinglabormonopoly(uniformlaborconditions)
hardforunitstobedislodged
Whyunionslikethese:
unioncontrolsthelaborsupply
unionsupplieslowcostfringebenefits
defactoclosedshop
4.RestraintandCoercionintheElectionProcess
a.Threateningspeech(byemployer)
NoFirstAmendmentviolationforrestrictingthreatsofreprisalor
promise
ofbenefits8(c)
However,employerispermittedtoasserthowitlegallyintendstodeal
withtheunion
Employermaymakepredictionsofadverseeconomicimpactofunion
only
ifthatemployerhasnocontroloversuchimpact.Iftheemployer
has
controlandmakesthreateningpredictions,willbeconsideredULP
Isthereacaseforemployerneutrality?(Weiler)

true

Weilerarguesforgreaterrelianceoncertificationonthebasisof
authorizationcardsthanonelections
Weileralsoarguesthatemployersshouldbeneutralwithregardto
Boardelections
Employermayhaveanopinionaboutrepresentation,butshouldkeep
neutralonunionizationsincethisisanemployeeissue
GeneralShoeCorp.
Thiscasestandsforthelaboratoryconditionsdoctrine
Facts: Employer'spreelectionconductincludedexcessiveantiunion
statements,homevisits,pressure
So>Boardsetasidetheelection
Why? BecauseeventhoughconductdidnotconstituteaULP,it
impededfreechoice.
Boardfeltthattheelectionresultsdidnotreflectemployees'
preferences

Board

"Inelectionproceedings,itistheBoard'sfunctiontoprovidea
laboratoryinwhichanexperimentmaybeconducted,under
conditionsasnearlyidealaspossible,todeterminetheuninhibited
desiresoftheemployees."
Ifanemployer'sspeechimpairsfreechoicetosuchanextent,the
willsetasidetheelection
Laboratoryconditionstestshavebeenupheldbyreviewingcourts
Note:Getman.,Goldver,Herman
Theirstudysuggeststhatcampaignshavelittleeffectonthewayin
whichemployeesvote
NLRBv.Gissel
Facts: TeamsterswasseekingtoorganizeaHolyokeplant
Gotauthorizationcardsfrom11of14
Presidentofcompanytalkedtoemployeesaboutthenegative
aspectsofunions,suggestedthatplantwouldhavetoclose
ifunioncamein,stressedlikelihoodofstrike
Unionlosttheelection>filedobjectionstoelections&ULP
Hist.: BoardandCourtofAp.heldforUnion
Issue: Whether8(c)protectstheemployer'sspeechhere
Held: no
Reas.: *mustbalanceer'sspeechinterestw/ee'sassoc.interest(7)
also,rememberthepowerdynamic(economicpowerofer)

SO...
"[A]nemployerisfreetocommunicatetohisemployeesanyofhisgeneralviewsabout
unionismoranyofhisspecificviewsaboutaparticularunion,solongasthe
communicationsdonotcontaina'threatofreprisalorforceorpromiseofbenefit.'He
mayevenmakeapredictionastothepreciseeffectshebelievesunionizationwillhave
onhiscompany.Insuchacase,however,thepredictionmustbecarefullyphrasedonthe
basisofobjectivefacttoconveyanemployer'sbeliefastodemonstrablyprobable
consequencesbeyondhiscontrolortoconveyamanagementdecisionalreadyarrivedat
toclosetheplantincaseofunionization."
b.Factualmisrepresentation
MidlandNationalLifeInsuranceCo.
Here,EmployermisrepresentedtheUnion'shistorywithotherfirms
Thisspeechwasokay,though
ExampleofBoardderegulation
ThiscaseissignificantinthatitoverruledGeneralKnit&Hollywood
CeramicsandrevivedShoppingKart
HollywoodCeramics>iftherewaslastminutemisrep,electionsetaside
ShoppingKart>overruledHollywoodCeramics
GeneralKnit>overruledShoppingKart;revivedHollywoodCeramics
c.Polling,InterrogationandSurveillance

10

Regulatedunder8(a)(1)
Srucknes
pollingemployeesisunlawfulunless...
...purposeofpollistoascertaintruthfulnessoftheunion'smajority
...thispurposeiscommunicatedtotheemployees
...assurancesagainstreprisalaregiven
...theemployeesarepolledbysecretballot
...erhasnotengagedinULPsorcreatedacoerciveatmosphere
Timsco
Interrogationviolatedlaboratorycondition
Bournestandards
Isthereahistoryofemployerhostilityanddiscrimination?
Whatisthenatureoftheinformationsought?
Whoisthequestioner?Whattypeofauthoritydoess/hehave?
Whatweretheplaceandmethodofinterrogation?
Truthfulnessofthereply
Rossmore
Thatitisnotcoerciontointerrogateopenandactiveunionsupporters
looktothe"totalityofthecircumstances"
adoptedBournetest
"New"Bournestandards(from1990decision,Brookshire)
whethertheemployerhadavalidpurpose
whetherthatvalidpurposewascommunicatedtotheemployee
whethertheer.assuredtheee.thatnoreprisalswouldbe
forthcoming
Unionsmaypoll!Isthisadoublestandard?
d.OffersandInducements
Doesanemployerviolate8(a)(1)bygivingcertainbenefitsrightbefore
election?
NLRBv.ExchangeParts
SupremeCourtoverturnedtheCt.ofAp.andenforcedBoardfindingthat
inducements(extradaysoff)>"fistinavelvetglove"(impliedly
coercive)
also,issueofintegrity(lookslikeabribe)
motiveisapartofthis>GeneralCounselfindsmotivetimingand
context
ofgrantingofbenefits
However,thereisa"dynamicstatusquo"
continuingwithcurrentpracticesisfine
notconsideredaninducementifbenefitisongoing
NLRBv.SavairMfg.Co.
Union'sinducement>signrecognitionslipbeforeelection.Ifyes,and
unionwins,theninitiationfeeiswaived.
SupremeCourtdeniedcertificationbecauseofunioninducement
Estreichersays:odddecision
11

Itwouldbeeasytoavoidcoercionbyvotingnonunion
Whydoestheunionneedtodothis?Couldn'titfindanotherwayto
reduceinitiationcosts?
5.TheQuestionofEqualityofAccess
DoestheBoardhavetheauthoritytoregulatetopromotegreateraccess?
Limitations:
8(c)andBabcock/Lechmere
NLRBv.UnitedSteelworkersofAmerica
B.AchievingRecognitionWithoutanElection
1.PreferenceforElections
a.Therearetwowaystoachieverecognition
voluntary
iftheunionismajorityrepresentativeasdemonstratedbycards,
employermayrecognize
Gisselbargainingorder
8(a)(5)>dutytobargainsubjectto9(a)
9(a)>designatedorselectedrepresentative
b.Boardhasbeenhesitanttoenforcedutytobargainuponmajoritysupport
Problems
*Unreliablityofcards(inferiortoelections)
CumberlandShoe
analternativesuggestion:haveauniformcard!
*8(a)(2)problem>doubleedgedsword
c.NLRBv.GisselPackingCo.
CasesinGisselthatarerelevant
*JoySilk:"anemployercouldlawfullyrefusetobargainwithaunion
claimingrepresentativestatusthroughpossessionof
authorizationcardsifhehada'goodfaithdoubt'astothe
union'smajoritystatus;insteadofbargaining,hecouldinsist
thattheunionseekanelectioninordertotestouthisdoubts."
motivebasedtest
BoardhasdepartedformJoySilk
*CumberlandShoe:
cardsmustbeunambiguousontheirface
OccasionsforaGisselbargainingorder
i.ULPisoutrageousandpervasive
ii.lessserious,butstillimpairsfairelectionconditions
"secondbestapproach"(priormajority)
iii.otherULPs(Board'straditionremediesapply)
EfficacyofGisselbargainingorder
i.norequirementtocometoanagreement
ii.whenvoluntary,65&cometoanagreement
iii.inGissel,on1/3cometoanagreement

12

maj.)
in

d.LindenLumber
rejectionofJoySilk
employerknewthatunionhadmajority>doesemployertherefore
haveadutytobargain?
exception
contractwaiver:Employermayrequiredifferentmeansof
recognitionifagreedupon.Boardwillallowthis.
Newstoresituation>Boardwillsustainvalidcardmajority
Matterofcontract
e.Weiler(again)
Unionsmayobtaincertificationandemployersmaynotnecessarilyknow
Cardcheckcertification
Noneedforelection>dutytobargainisestablished
WeilersaysthisshouldbemorewidelyadoptedintheU.S.
Noemployerinterestinexpressinghis/herviews
(employerhasarighttospeak,butnovehicleneedbeprovided)
Limitedinformationaladvantages,butnotmany
(Weileralsoaddsshortrevocationperiod)
Expostauthorization
workersvotewiththeirfeet
Eliminateshighlycontestedstruggleoverrepresentative
Weileralsoendorses"quickieelections"
2.RestraintsontheRecognitionofMinorityUnits:8(a)(2)imposesrestraints
a.BernhardAltmann
employerrecognizednonmajorityunion
goodfaitherror
remedy:thatrecognitionbewithhelduntilelectionandmajority
b.Saturnagreement
GMissettingupnewplant.EntersintoagreementwithUAWwhich
representsitsotherplants."Prehire"agreement
No8(a)(3)violation.8(a)(2)?>probablyprematurerecognition.
c.BrucknerNursingHome(interpretingMidwestPipingdoctrine)
rivalunionspresentpetitions
employerrisks8(a)(2)violationifrecognizeseither(evenifonehas
employershaveadutyofneutrality
atthepointthe2ndunionfilesitspetition,thedutyofneutralitykicks
questionconcerningrecognitiontriggersdutyofneutrality
d.Ifthereisanincumbentunionandnodecert.petition,nodutyofneutrality
3.RegulationofOrganizationalandRecognitionalPicketing
a.Whatiswrongwithrecognitionalpicketing?
makesemployersuncomfortable
usuallynotprotectedby1stAm

13

signal
inherentlycoercive(Marshall)
appealtoorganizedlabormovement
however,handbillingistreateddifferently
effectonemployer
b.8(b)(7)
Unionengagesinrecognitionalpicketing
Okaytopicketforrecognitionif
(A)therehasbeenalawfulrecognitionofanotherunion
(rivaluniondoesthistochallengeincumbent)OR
(B)therehasbeenavalidelectioninthepastyear
(uniondoesthistoconvert9intoULP)OR
(C)picketingwithoutapetitionforlessthan30days
(thisisonlyraisedif(A)and(B)don'tapply)
Here,unionmaypicket,buthastofileapetitionover30days
c.Noviolationtopicketforcompliancewithareastandards
V. RegulationoftheProcessofCollectiveBargaining:8(a)(5)and8(d)
agree?

Whyisthereadutytobargainingd.faith,whenthereisnocompulsionto
Dutytobargainisviewedasnecessarytopreventemployerfromgoingthrough
recognitionalstruggleatthebargainingtable
Collectivebargainingisdecentralized;firmlevel
Interestarbitration>legislative
Useof3rdpartymechanismtodeterminecontentofcollectivebargaining
agreement
Thisisrareintheprivatesector
Rightsarbitration>likeadjudication
Agrievanceunderthecontract;arbitrationtoresolvetheconflict

A.ExclusiveRepresentation:AnOverview
1.J.I.CaseCo.v.NLRB
a.Collectivebargainingmeansthatindividualbargainingisnotpermitted
however,theunionmayvoluntarilypermitthememberstowrite
individual
contracts(likeinthetalentindustry)
b.Unionsresisttheconceptofmeritpay>wanttonegotiatestandardforall
employees;resistanyformofvariablepay(includingfirmbasedmerit)
c.Nodirectdealing
d.ExceptionstoJ.I.Case
unionconsent(seeabove1.a.)
permissivesubjects>notsubjectsthateithersidemustbargainover
9(a)proviso:

14

employeesmaypresentgrievancestotheiremployerandtheemployer
mayadjustthosegrievanceswithoutinterventionofbargaining
representativeaslongasadjustmentisnotinconsistentwiththe
bargainingagreement,andtherepresentativehasbeengiventhe
opportunitytobepresentatsuchanadjustment.
2.Employeesmaystillengageinconcertedactivity
a.PosnerinEastChicagoRehab.v.NLRB>9(a)doesnotcompletely
limit7righttostrike
3.Nonmajoritycollectivebargaining
a.Althoughtheemployermaynegotiatea"membersonly"agreementwitha
nonmajorityunion,doesithaveadutytodoso(atleastintheabsenceof
a
majorityrepresentative)?
Boardpositionisyes
employeeshavea7righttoinsisteventothepointofstriking
on
representationbyaminorityunion(VI9)
B.Goodfaith:Bargainingpositionsandpractices
1.Modelsofthebargainingprocess
a.NLRBv.InsuranceAgents'Int'lUnion
Issue: Whetherunionviolates8(b)(3)byusingeconomicpressure
(sponsoringonthejobconduct,likeaslowdown))sothat
employer
willyield?
Whethersuchtactics,whichtheActdoesnotspecifically
forbid
but7doesnotprotect,supportafindingofafailureto
bargain
ingoodfaithasrequiredby8(b)(3)?

ALJ> Dismissedcomplaint.
Bd> RejectedALJ(TrialExaminer).Foundarefusaltobargain.
Ceaseanddesistorderagainstunion
CtAp> SetasideBd.order
SupremeCourtsays:
i."Thenatureofthedutytobargainingoodfaithimposedupon
employersby8(5)oftheoriginalActwasnotsweepingly
conceived."
ii. Thepurposeof8(b)(3)issothatunionsbargainingoodfaith,too
iii.Thereisamutualdutyuponthepartiestoconferingoodfaithwith
desiretoreachagreement(goalisindustrialpeace)
{SupremeCourtfindsthatBoardoversteppeditsrolebyintruding
intothesubstantiveaspectsofthebargainingprocess.Looked
beyondbargainingtacticsusedatthebargainingtable.Board
shouldnothavedonethat,becausewedon'twanttheBoardto
havesomuchpowerovertheresultsofnegotiations.}
iv. Theuseofeconomicpressureisnotinconsistentwithdutyto
bargainingoodfaith

15

"Itmaybethatthetacticsusedheredeservecondemnation,butthiswould
notjustifyattemptingtopourthatcondemnationintoavesselnot
designed
toholdit....Surelyitcannotbesaidthattheonlyeconomic
weapons
consistentwithgoodfaithbargainingarethosewhichminimize
thepressure
ontheotherpartyofmaximizethedisadvantagetotheparty
usingthem."
v. SupremeCourtaffirmsjudgmentofCourtofAppeals(setting
aside
BoardOrder)
Boardactedbeyondthescopeofitspowerbycontrolling
substance

the
se

2.Theproblemof"SurfaceBargaining"
Surfacebargaining: toengageinbargainingwithnointentionofreachinga
collectivebargainingagreement
a.NLRBv.AmericanNationalInsuranceCo.
SupremeCourtheldthat:
i. TheNLRAdoesnotcompelanyagreement,nordoesitregulate
substantivetermsgoverningwages,hoursandworkingconditions
ii. Bargainingforamanagementfunctionsclauseinresponsetothe
Union'sdemandforunlimitedarbitrationdidnotconstituteaper
UnfairLaborPractice
b.NLRBv.AIKingSizeSandwiches,Inc.
Issue: WhetherthecontentoftheCompany'sbargainingproposals
togetherwiththepositionstakenbytheCompanyaresufficientto
establishthatitenteredintoabargainingwithnorealintentionof
concludingacollectivebargainingagreement
Held: Yes>thecompanywouldn'tbudgeandinsistedonunusually
harshandunreasonableproposals
c.Note:Boulwarism>extremerigiditytoaposition.Don'tbudgeunless
changeincircumstances.

3.Disclosureobligations
a.NLRBv.TruittMfg.Co.
Issue: whethertheNLRBmayfindthatanemployerhasnotbargainedin
goodfaithwheretheemployerclaimsitcannotaffordtopay
higher
wagesbutrefusestoproduceinformationsubstantiatingits
claim?
Bd.>violationof8(b)(5)
remedy>toprovideinformation
Ct.Ap.>refusedtoenforceorder
SupremeCourt:
Board'sorderwascorrect
204(a)(1)oftheLMRA:thereisanobligationto"exertevery
reasonableefforttomakeandmaintainagreements"

16

Onthefactsandcircumstanceofthiscase,reasonabletoconclude
thatarefusaltoattempttosubstantiateaclaimofinabilitytopay
increasedwagesmaysupportafindingofafailuretobargainin
goodfaith.
b.DetroitEdisonv.NLRB
Issue: whethertheemployerviolated8(b)(5)inhisrefusaltoturnover
copiesofaptitudetests(testbatteryandanswersheet)thatwere
usedtodeterminedpromotionsviolated8(b)(5)
Bd.andCt.Ap.>Yes,orderedthattestsbeturnedover
SupremeCourt>reversedorder
Companyhasaninterestinkeepingthisinfo.secretive
S.Ct.saidthatCompany'srequestforconsentformsforrelease
was
reasonable>BALANCINGOFINTERESTS
Problemsthatresultfromthisdecision
i.)lackoftrustamongtheparties
unionisamultiemployerparty
Maybethinkingindustrywide,notfirmwide
ii.)Strategicbehavior
info.gatheringcanbeusedtoprolongthebargainingprocess
c.NLRBv.Katz
Issue: whetheranemployerviolatesitsdutytobargaincollectivelyto
institutechangesregardingmatterswhicharesubjectsof
mandatory
bargainingandwhichareinfactunderdiscussion
withoutfirst
consultingtheunion?
Bd.>yes,violatesduty
Ct.Ap.>noviolation
SupremeCourt>reversedCourtofAppealsandenforcedBoard
order
Whatdidtheemployerdo?
i.unilaterallygrantednumerousmeritincreases
ii.unilaterallyannouncedachangeinsickleavepolicy
iii.unilaterallyinstitutedanewsystemofautomaticwageincrease
Noinquiryintogoodfaithbecausethiswasaflatrefusaltobargainover
mandatorysubjects(nonegotiationinfact)andimpassehadnotbeen
reached

the

Impasses(deadlock>lackofopportunitytobargain):
NotethatincontrasttomostCourtsofAppeals(whichrequiretotal
impasse),theFifthCircuitsaysthatevenifthereisnoimpasses,itis
okayforthecompanytoinstitutechangeaslongasitgivesnoticeto
unionandopportunitytorespondtothatnotice.
NotefurtherthattheNLRAprovidesnoadvancemechanismfor
determiningwhetherimpassehasoccurred.

17

Afterimpasse,thereisa60daycoolingoffperiod(8(d)(4))
C.Subjectsof"MandatoryBargaining"
Generally:
"Althoughanincumbentunion'sstandingwithrespecttomatters
encompassed
bytheterms"wage"and"hours"isundisputed,controversyand
uncertainty
existconcerningaunion'srighttoparticipateindecisionsthat
affectthe
existenceofjobsratherthantheirtermsandconditionse.g.,plant
expansion
orcontraction,thecontractingoutofwork,orautomation.In
respondingto
suchissues,theNLRBhastendedtoenlargethebargainingduty,
anapproach
upheldasappropriatenearlyfourdecadesagoinacelebratedcase
thatspokeof
theneedtomeet'newconditions.'"
Differentmethodsofbargaining:
concessionary/productmarket/efficiency/broadenedeffects
1.TheMandatoryPermissiveFramework
a.Generally
Therearethreesubjectstobargainover:
mandatory>wages,hours,workingconditions
Thesearedutytobargainsubjects
Thenoncontrollingpartyhasarighttoinsist.Thiscanleadto
implementationanddealbreakingunderKatz
permissivesubjects
Nodutytobargainoverthesesubjects,buttherecanbeanagreement
Norighttoinsist;notwithin8(d)
"BallotClause">BoardandSupremeCourtsaythisisapermissive
subjectandthereisnodutytobargain
"RecognitionClause">Majoritysaysthisisapermissivesubject

local

illegalclauses
Nodutytobargainoverillegalclauses;lnorighttoinsist
That'sbecauseillegalclausesarenotthesubjectoflawfulagreements
b.NLRBv.WoosterDiv.ofBorgWarner
Facts: employerinsistedthatthefollowingbeincludedinthecollective
bargainingcontract
ballotclause(callingforaprestrikesecretvoteofthe
employeesastotheemployer'slastoffer)
recognitionclause(excluded,asapartytothecontract,the
InternationalUnionwhichhasbeencertifiedasthe
employee'sexclusivebargainingagentassubstitutefor
affiliate

18

mandatory

the

to

all

(over

Issue: whethertheemployer'sinsistenceuponeitherofsuchclauses
amountedtoaviolationof8(a)(5)
whethereitheroftheseclausescomeswithinthescopeof
collectivebargainingasdefinedin8(d)
Bd.andSupremeCourtsaythatneitherclauseisamandatorysubject
Reasoning:
"8(a)(5)and8(d)establishtheobligationoftheemployerand
representativetobargainwitheachotheringoodfaithwithrespect
towages,hoursandothertermsandconditionsofemployment.
Thedutyislimitedtothosesubjects,andwithinthatareaneither
partyislegallyobligatedtoyield.Astoothermatters,however,
eachpartyisfreetobargainornotetobargain,andtoagreeornot
agree."
"Itdoesnotfollowthat,becausethecompanymayproposethese
clauses,itcanlawfullyinsistuponthemasaconditiontoany
agreement."

RationalefordecisioninBorgWarner
toexpeditebargainingandcomingtoagreements
thiseliminatesstrategicbehaviorbutservesasawaytoshapethe
bargainingprocess
imposesfurtherlimitsonspheresofinformation
theparties'rolesarelimited
c.Consequencesofdefiningasubjectas"mandatory"or"permissive"
[ListedatVI69]
d.AlternativetoBorgWarner
WhenGouldtaughtlaborlaw,headvocatedmandatorybargainingover
subjects
Harlan:DutytoBargainv.RighttoInsist
Broaderrighttoinsistthandutytobargain
"eitherpartycouldinsist,andpresumablyuseeconomiccoercion,on
subjectsoutsidethescopeofmandatorybargain,subjecttoanoverall
dutytobargainingoodfaith"
dutytomeetandconfer
dutytomeetandconferwithouttherequirementtoawaitimpasse
nonmandatorysubjects)
applydistinctiononlytomidtermmodification
allowmidtermunilateralmodificationonlyforpermissivesubjects
2.StatusofMajorEntrepreneurialDecisions
a.FibreboardPaperProductsCorp.v.NLRB
Issue: whetherthe"contractingout"ofworkbeingperformedby
employeesinthebargainingunitisastatutorysubjectofcollective
bargaining

19

making
work
476)

SupremeCourt:
subjectfallsunder"termsandconditionsofemployment"
itiswithinthestatutorypurposetobargain
industrypractice
subcontractinginvolvednosignificantchange
"Anemployermayhaveadutytobargainwiththeunionbefore
sucheconomicallymotivateddecisionsascontractingout
formerlydoneonthepremisesbyitsemployees,because
suchdecisionsdepriveemployeesoftheiremployment."(Gilbert

Didboardordertheproperremedy?
yes,appopriatetoorderresumptionofoperationsandreinstatement
with
backpay
Note> contrastwithWestinghouse,wherecontractingoutwasnota
departurefromregularprocedure
b.RailroadTelegraphersv.Chicago&Nw.Ry.
UndertheRLA,thereisamorexpansivedutytobargain
c.FirstNationalMaintenaceCorp.NLRB
Issue: Mustanemployerengageincollectivebargainingregarding
decision
tocloseaplaceofbusiness?
ALJ&Bd.>yes,dutytobargain
2ndCir>enforcedBd.order
S.Ct.>reversed
Balancedinterests.Becausetheemployerclosedthebusinessdue
to
economicnecessity,nodutytobargain
Fibreboardmustbeappliedonacasebycasebasis.Here,not
applicableEstreichersaysthisisanoddcasebecauseoflack
of
priorrelationship.Theseemployeeswerehiredonaproject
onlybasis
Therearethreetypesofdecisionstoevaluate
"clearlywithinwages,hours,andworkingconditions"
Thishasaclearlaborimpactemployer'sinterestislabor'scost
advertising,productdesign,financing
Thefocusiselsewhere
Thereissomeimpact,butitisindirect
middlecategory
yes,thereisimpactbutemployer'sfocusisprofitability(scopeof
enterprise)
Blackmun'sargumentsagainstmandatorybargaining
Heassumesthatemployersknowtheycangotounionandtalk
Flexibility,secrecy&speedarefrustratedbybargaining
Also,noteconcessionarybargaining
(inDubuque,asinthiscase,employerdecisionwouldnothave
changedeveniftheunionhadconcededtoalldemands.Therefore,it
20

is

acompletedefenseiftheunion'sconcessionwouldn'thavechanged
employer'sdecision.)
d.Whatmanagementdecisionsareinappropriateforcompulsorybargaining
(althoughpotentiallyimportanttoemployees)?
Productmarketdecisions:whatproductsarecreatedandsold,inwhat
quantities,forwhichmarkets,atwhatprices

D.MultiemployerandMultiunionBargaining
ThisistheprimaryformofbargaininginGermany.ItisbreakingdowninU.S.
Intheform,agroupofemployersgettogethertoformanassociation.
Theassociationbargainswiththeunion
Theassociationisformedbycontract
Theunionmustbethemajorityrepresentativeofeachconsitutentunitand
must
retainthatmajority
Advantagesforemployers>allemployerspayatsmaerate,etc.
efficientmethodofbargining
Advantagesforunion>
stability

be

1.Howtogetoutofamultiemployerbargainingunit...
a.CharlesBonannoLinenService,Inc.v.NLRB
Issue: whetherabargainingimpassejusitfyanemployer'sunilateral
withdrawalfromamultiemployerbarginingunit
ALJ,Bd.&Ct.Ap.>nowithdrawalpermitted
SupremeCourtaffirmed.Theremustbemutualconsentorunusual
circumstancestojustifyawithdrawalfromthemultiemployerunit
Why?Because"animpasseisatemporaryconditionthatdoesnot
necessarilysignifyabreakdownofthemultemployer
bargainingformat,andpermittingunilateralwithdarwalatsuch
pointwouldelminiatetheusefulnessofsuchaformatasa
practicalmatter."
TheCourt'sinterestisinprotectingthestabilityofthemultiemployerunit
Note:sincemultiemployerunitsarecontractedforassociations,itwould
possibletoincludeinthecontractarighttowithdrawonimpasse
2.Coaltitionandcoordinatedbargaining
a.TheBoardandtheCourtagree>cannotuseeconomicpressuretochange
thescopeofbargaining
E.Midtermbargaining8(d)
Section8(d)saysthatwhenthereisacollectivebargainingcontract,no
modificationsmaybemadeunlessthepartydoesthefollowing

21

time

bargain

a)notifiestheotherpartyinwriting60dayspriortoexpirationdateofconract
or60dayspriortothetimeitproposestomodify(ifcontracthasno
expirationdate)
b)offerstomeetandconferforpurposesofnegotiatinganewcontract
c)notifiestheappropriatefederalorstatemediationagency
d)thetermsandconditionsoftheexistingcontratmustcontinueinfullforce
andeffect,withoutresortbyanypartytoastrikeorlockout
Note:IftheNLRBcertifiesanotherunion,thenb,c,andddonotapply
Neitherpartyisrequiredtoconsideraproposaltomodifyanexisting
agreemntwherethemodificationwouldbecomeeffectivepriortothe
providedintheagreementforrenegotiation
1.JacobsMfg.Co.
Herzog,HoustonandStyles>found8(a)(5)violationforrefusalto
(majority)
Herzogsaysthat"containedin"isbraoderthanexpresscontract
HoustonandStylessaythat"containedin"=expressterms
Reynolds>wouldhaveheldformanagement
(dissent)
Reynoldssaysthatbothsubjectsarecontainedin
BoardfollowsHerzog'sapproach

contract

Zipperclause:partiescanavoidmidtermmodificationsbysayingsoin
Azipperclause"zipsup"theagreementtoprecludeanyfurtherbargaining
duringitsterm(foreclosestheswordbutnottheshield)

NOTE:
ifthereisnozipperclause,followHerzoginJacobs
ifthereisazipperclause,thereisawaiveroftherighttoaddterms

2.MilwaukeeSpringIandII
a.DeparturefromBoardpolicy
Holdinghere(inII)isthatthetransferofworkbyanemployerfroma
unionizedplanttoanonunionplant(inordertoreducelaborcosts)would
notmodifytheagreement.Therefore,Boardsaysthisisnotmidterm
modification
b.TheD.C.Circuittakesabroaderapproach
Employerhadcontractualauthorizationtoshutplant.
Therefore,nodutytobargain
F.Remediesfordutytobargain

22

TEPID!

ante

1.Renewalofbargainingcontext
Thisisthetraditionalremedy>bargainingorder;restorationofstatusquo
Thehardcaseiswhenit'safirsttimebarg.context(nopriorstatus)
2.H.K.PorterCo.v.NLRB
8(d)isalimitationonBoard'sremedialauthorityunder10(c)
(Estreichersaysthisisanoddcase>didnothavetoreachthisconclusion)
3.ExCelloCelloO
"makewhole"remedy>BoardrefusedthisbecauseviolatesH.K.anditisa
speculativeremedy

VI.WeaponsofEconomicConflict:Strikes,BoycottsandPicketing
A.StrikesandEmployerCountermeasures
1.EconomicPressuresandtheDutytoBargain
a.Whydostrikeshappeniftheyjusthurtbothpartiesintheend?
Bargainingfailure
i. sophistication
ii. information
iii. agencyproblem(forbothsides)

(SeegraphatVII3)
Unionneedstrikesasapolitical"tool"(Ashenfelter/Johnson)
Jointcosts
i. Ifthejointcostsofstrikedon'tincrease,thenstrikewillhappen
firmcansurvivewithoutworkers,andsubsidiestoworkers
b."Thesuccesssofastrikeorthreattostrikeisafunctionoftheunion's
bargainingpowerwhich,inturn,dependsonanumberoffactors:"
i. theprofitabilityofthefirmanditsabilitytoraisepriceswithoutlosing
marketposition
ii. theabilityoftheuniontoimposeproductionlossesonthefirm(which
willvarywiththefirm'sabilitytostockpileinventoryinanticipationof
a
strikeandtomaintainoperationswiththeheldofsupervisorsand
managersorreplacementworkers)
iii. thefinancialresourcesoffirmtowithstandlossesincurredduring
strike
iv. thefinancialresourcesofrepresentedemployeestowithstandlosses
theyincurduringastrike
2.StrikersandReplacements
a.NLRBv.MackayRadio
Anemployermayhirereplacementworkersduringstrike.However,
strikersremainemployeesduringthestrike.
Respondentdidnothavetodisplacethereplacementworkers;however,
neededabetterreason.Inthiscase,itwasaULPtopunishstrikeleaders.
23

Thiswasan8(a)(3)violationbecauseemployerdiscriminatedagainst
strikeleaders.Allstrikersareentitledtonondiscriminatoryreviewand
dispositionoftheirjobapplications
FleetwoodTrailers>strikersretainpreferentialrightstoreinstatement
b.Anemployeeremainsanemployeeuntils/hefindsregularandequivalent
employment
butanemployermaynotpresumethatallreplacementsareantiunion
(CurtinMatheson)
c.LaidlawCorp.v.NLRB>"Failuretoconsiderexistingjobapplications
bystrikerswhenvacanciesdooccuralsoisdiscriminaotryandanunfair
laborpractice...Inthissituation,thehiringofsomeoneotherthana
strikerapplicantispresumptivelyaviolationoftheAct,unlessthe
employer
canshowa'legitimateandsubstantialbusinessreason'therefor."
(Gilbert)
d. "Employeesengagedinaneconomicstrikewhoarenotentitledto
reinstatementshallbeeligibletovoteundersuchregulationsastheBoard
shallfindareconsistentwiththepurposesandprovisionsofthisAct,in
any
electionsconductedwithintwelvemonthsafterthecommencementof
the
strike."[NLRA9(c)(3)](Gilbert)
e.NLRBv.ErieResistorCorp.
Replacementworkersweregivensuperseniority
ALJ>foundthatemployerhadlegitimatemotive
S.Ct.>heldthatthiswasdiscriminatorybehavior...ULP!
impact,notmotivecase
f.NLRBv.GreatDaneTrailers
"Oncetheemployerhaspresentedevidenceofalegitimateandsubstantial
businessjustificaitonfortheconductinquestion,GreatDaneTrailers
permitstheGeneralCounseltoestablishtheemployer'santiunionmotive
independentlythroughcircumstantialevidence.Relevantfactorswould
include:"(seeGilbert272forlist)
Thiscaseisalsoapplicableto"mixedmotive"cases
3.Lockouts
a.AmericanShipBuildingCo.NLRB
No8(a)(1)or8(a)(3)violationwhenemployerlockedoutemployees
b.Lockoutsarepermittedif
collectivebargaininghasreachedanimpasse
(iflockoutoccursbeforeimpasse,lockoutmustbedefensive)
"specialcircumstances"arepresent
c.Lockoutsareforbiddeniftheemployerisevadingthedutytobargainin
good
faithorwasintendingtoinjuretheunion
d.Employermaylockout,andthenhiretemporaryemployees
cannothirepermanentreplacement,though

24

e.anemployerinamultiemployerunitmaydoadefensivelockoutifother
employerinunithasbeenstruck
4.SubcontractingStruckWork
5.Reform
a.StrategicuseofMackay
employerdoesn'tneedpermanence
But,that'sawaytoendrelationshipwithunion
Questionconcerningrepresentationissue
bargainingstruggle
b.Diminishedcollectivecheckonemployerdemands
c.Perhapsrequirementofshowingof"businessnecessity"
B.RegulationofCollectiveActionbyLaborOrganizations8(b)(4)
proscribedmeans,proscribedobject
8(b)(4)(i)>unionpressuredirectlyatemployees(intheircapacityasees)
8(b)(4)(i)>unionpressureagainstmanagerialpositions(?)
1.Secondarypressures
a.Primarysecondarydistinction
Primarysituspicketingisprotected
Permissabilityofunionpressures>replicateatotalshutdown
other

total

Butgeneralruleregardingsecondarysitspicketing(appealdirectedat
laborunion)isthatitviolates8(b)(4)
*Lesnick:
secondarysituspicketlikelytohavegreaterimpactthanwould
shutdown
maybethere'snocoherentstructuretothestatute
b.Allydoctrine(exceptiontosecondarysitusban)

25