Source: http://openjurist.org/321/f2d/108
Timestamp: 2013-12-05 03:55:41
Document Index: 1231255

Matched Legal Cases: ['§ 10', '§ 160', '§ 8', '§ 158', '§ 8', '§ 8', '§ 158']

321 F2d 108 National Labor Relations Board v. Guild Industries Manufacturing Corp a | OpenJurist
321 F. 2d 108 - National Labor Relations Board v. Guild Industries Manufacturing Corp a	Home321 f2d 108 national labor relations board v. guild industries manufacturing corp a
321 F2d 108 National Labor Relations Board v. Guild Industries Manufacturing Corp a 321 F.2d 108
NATIONAL LABOR RELATIONS BOARD, Petitioner,v.GUILD INDUSTRIES MANUFACTURING CORP., and Paul A. Saad, Respondents.
Marcel Mallet-Prevost, Asst. Gen. Counsel, N. L. R. B., Dominick L. Manoli, Associate Gen. Counsel, N. L. R. B., Melvin Pollack, Atty., N. L. R. B., Washington, D. C., Stuart Rothman, General Counsel, Robert A. Armstrong, Attorney, N. L. R. B., for petitioner.
Paul A. Saad, Granville M. Alley, Jr., of Fowler, White, Gillen, Humkey & Trenam, Raymond J. Malloy, Tampa, Fla., Warren E. Hall, Jr., Bartow, Fla., Mabry, Reaves, Carlton, Fields & Ward, Tampa, Fla., for respondents.
Before TUTTLE, Chief Judge, WOODBURY, Chief Judge* and BELL, Circuit Judge.
This case is before the court upon the petition of the National Labor Relations Board, pursuant to § 10(e) of the National Labor Relations Act, as amended 29 U.S.C.A. § 160(e), for enforcement of its order against Respondents Guild Industries Manufacturing Corp., and Paul A. Saad. Respondent Saad is held for activity as counsel for Guild and to that extent the order is unprecedented.
The Board found that both Respondents interfered with, restrained, and coerced Guild employees in violation of § 8(a) (1), 29 U.S.C.A. § 158(a) (1), of the Act by interrogating them concerning union membership and activities, and that Guild further violated § 8(a) (1) of the Act by threats of reprisal for joining the union. The Board also found that Guild violated § 8(a) (3) and (1) of the Act, 29 U.S.C.A. § 158(a) (3) and (1), by failing to assign overtime work to employee Litka, and by discharging employee Hughes because of their union activities.
Guild manufactures kitchen cabinets and juvenile furniture at St. Petersburg, Florida. Saad was its labor counsel. The organizational efforts of the union began in June 1960. Shortly thereafter Respondent's president charged his supervisory personnel with regard to the union activity, and immediately various employees were asked by foremen if they had signed union cards, told that the president would not recognize the union, and that he had threatened to close the plant rather than deal with the union. One foreman inquired as to whether an employee had signed a union card, or knew of any employee who had, and stated that those who had should ask for them back because the president would close the plant before any vote was taken. Employee Edwards, whose status as a supervisor was disputed, but who received the charge along with supervisory personnel from the president stated to another employee that the president would not "tolerate any union whatsoever" and that the company was "going to have a way of knowing who signed cards and eventually you will get laid off". The Trial Examiner attributed the conduct of this employee to the company on the basis that she was acting pursuant to the instruction of the president, and found it unnecessary to resolve the conflict as to her supervisory status.
In August 1960 the union filed unfair labor practice charges against Guild. These were settled on September 8 by an agreement whereunder Guild posted a notice at its plant that it would not interrogate its employees concerning union membership or solicit them to withdraw from the union, or threaten to close its plant if the union became the recognized bargaining representative of its employees. Guild posted the following additional notice, quoted in pertinent part, on the board at about the same time, and it was still posted at the time of the hearing:
"TO ALL EMPLOYEES
"We want you to know that the policy of this Company with regard to this Union is exactly what it has always been:
"WE ARE OPPOSED TO THE UNION AND WE INTEND BY EVERY LEGAL MEANS TO PREVENT IT FROM COMING INTO THIS PLANT.
"It is our sincere belief that if the Union were to get in here, this would not work to your benefit but to your serious harm. (Underlining in original.) * * *"
In December 1960 the Regional Director of the Board set aside the settlement agreement on the basis that it had been breached by subsequent unfair labor practices. This action was justified under the facts of this case and it was proper to consider evidence as to Respondent's conduct, both before and after the settlement agreement in determining the unfair practices case.1 Wallace Corporation v. N. L. R. B., 1944, 323 U.S. 248, 65 S. Ct. 238, 89 L.Ed. 216.
One of the subsequent unfair practices occurring during the interim had to do with the denial of overtime work to Litka. The company president learned during the summer that he had signed a union card. In the first week of October he was told by his foreman that he could have no more overtime. He testified that he approached the president and asked him if he was being denied overtime on account of the union, whereupon the president replied in the affirmative, and that if he would get his union card back and tear it up in front of him he could resume working overtime the next d