Task: sc_adminaction

What follows is an opinion from the Supreme Court of the United States. Your task is to identify the federal agency involved in the administrative action that occurred prior to the onset of litigation. If the administrative action occurred in a state agency, respond "State Agency". Do not code the name of the state. The administrative activity may involve an administrative official as well as that of an agency. If two federal agencies are mentioned, consider the one whose action more directly bears on the dispute;otherwise the agency that acted more recently. If a state and federal agency are mentioned, consider the federal agency. Pay particular attention to the material which appears in the summary of the case preceding the Court's opinion and, if necessary, those portions of the prevailing opinion headed by a I or II. Action by an agency official is considered to be administrative action except when such an official acts to enforce criminal law. If an agency or agency official "denies" a "request" that action be taken, such denials are considered agency action. Exclude: a "challenge" to an unapplied agency rule, regulation, etc.; a request for an injunction or a declaratory judgment against agency action which, though anticipated, has not yet occurred; a mere request for an agency to take action when there is no evidence that the agency did so; agency or official action to enforce criminal law; the hiring and firing of political appointees or the procedures whereby public officials are appointed to office; attorney general preclearance actions pertaining to voting; filing fees or nominating petitions required for access to the ballot; actions of courts martial; land condemnation suits and quiet title actions instituted in a court; and federally funded private nonprofit organizations.

Mr. Justice Black
delivered the opinion of the Court.
The National Labor Relations Act makes it an unfair labor practice for an employer to refuse to bargain in good faith with the representative of his employees. The question presented by this case is whether the National Labor Relations Board may find that an employer has not bargained in good faith where the employer claims it cannot afford to pay higher wages but refuses requests to produce information substantiating its claim.
The dispute here arose when a union representing certain of respondent’s employees asked for a wage increase of 10 cents per hour. The company answered that it could not afford to pay such an increase, it was undercapitalized, had never paid dividends, and that an increase of more than 2% cents per hour would put it out of business. The union asked the company to produce some evidence substantiating these statements, requesting permission to have a certified public accountant examine the company’s books, financial data, etc. This request being denied, the union asked that the company submit “full and complete information with respect to its financial standing and profits,” insisting that such information was pertinent and essential for the employees to determine whether or not they should continue to press their demand for a wage increase. A union official testified before the trial examiner that “[W]e were wanting anything relating to the Company’s position, any records or what have you, books, accounting sheets, cost expenditures, what not, anything to back the Company’s position that they were unable to give any more money.” The company refused all the requests, relying solely on the statement that “the information ... is not pertinent to this discussion and the company declines to give you such information; You have no legal right to such.”
On the basis of these facts the National Labor Relations Board found that the company had “failed to bargain in good faith with respect to wages in violation of Section 8 (a)(5) of the Act.” 110 N. L. R. B. 856. The Board ordered the company to supply the union with such information as would “substantiate the Respondent’s position of its economic inability to pay the requested wage increase.” The Court of Appeals refused to enforce the Board’s order, agreeing with respondent that it could not be held guilty of an unfair labor practice because of its refusal to furnish the information requested by the union. 224 F. 2d 869. In Labor Board v. Jacobs Mfg. Co., 196 F. 2d 680, the Second Circuit upheld a Board finding of bad-faith bargaining based on an employer’s refusal to supply financial information under circumstances similar to those here. Because of the conflict and the importance of the question we granted certiorari. 350 U. S. 922.
The company raised no objection to the Board’s order on the ground that the scope of information required was too broad or that disclosure would put an undue burden on the company. Its major argument throughout has been that the information requested was irrelevant to the bargaining process and related to matters exclusively within the province of management. Thus we lay to one side the suggestion by the company here that the Board’s order might be unduly burdensome or injurious to its business. In any event, the Board has heretofore taken the position in cases such as this that “It is sufficient if the information is made available in a manner not so burdensome or time-consuming as to impede the process of bargaining.” And in this case the Board has held substantiation of the company’s position requires no more than “reasonable proof.”
We think that in determining whether the obligation of good-faith bargaining has been met the Board has a right to consider an employer’s refusal to give information about its financial status. While Congress did not compel agreement between employers and bargaining representatives, it did require collective bargaining in the hope that agreements would result. Section 204 (a)(1) of the Act admonishes both employers and employees to “exert every reasonable effort to make and maintain agreements concerning rates of pay, hours, and working conditions . ...” In their effort to reach an agreement here both the union and the company treated the company’s ability to pay increased wages as highly relevant. The ability of an employer to increase wages without injury to his business is a commonly considered factor in wage negotiations. Claims for increased wages have sometimes been abandoned because of an employer’s unsatisfactory business condition; employees have even voted to accept wage decreases because of such conditions.
Good-faith bargaining necessarily requires that claims made by either bargainer should be honest claims. This is true about an asserted inability to pay an increase in wages. If such an argument is important enough to present in the give and take of bargaining, it is important enough to require some sort of proof of its accuracy. And it would certainly not be farfetched for a trier of fact to reach the conclusion that bargaining lacks good faith when an employer mechanically repeats a claim of inability to pay without making the slightest effort to substantiate the claim. Such has been the holding of the Labor Board since shortly after the passage of the Wagner Act. In Pioneer Pearl Button Co., decided in 1936, where the employer’s representative relied on the company’s asserted “poor financial condition,” the Board said: “He did no more than take refuge in the assertion that the respondent’s financial condition was poor; he refused either to prove his statement, or to permit independent verification. This is not collective bargaining.” 1 N. L. R. B. 837, 842-843. This was the position of the Board when the Taft-Hartley Act was passed in 1947 and has been its position ever since. We agree with the Board that a refusal to attempt to substantiate a claim of inability to pay increased wages may support a finding of a failure to bargain in good faith.
The Board concluded that under the facts and circumstances of this case the respondent was guilty of an unfair labor practice in failing to bargain in good faith. We see no reason to disturb the findings of the Board. We do not hold, however, that in every case in which economic inability is raised as an argument against increased wages it automatically follows that the employees are entitled to substantiating evidence. Each case must turn upon its particular facts. The inquiry must always be whether or not under the circumstances of the particular case the statutory obligation to bargain in good faith has been met. Since we conclude that there is support in the record for the conclusion of the Board here that respondent did not bargain in good faith, it was error for the Court of Appeals to set aside the Board’s order and deny enforcement.
Reversed.
“Sec. 8. (a) It shall be an unfair labor practice for an employer—
“(5) to refuse to bargain collectively with the representatives of his employees, subject to the provisions of section 9 (a).
“(d) For the purposes of this section, to bargain collectively is the performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment, or the negotiation of an agreement, or any question arising thereunder, and the execution of a written contract incorporating any agreement reached if requested by either party, but such obligation does not compel either party to agree to a proposal or require the making of a concession . . . .” 49 Stat. 452-453, as amended, 61 Stat. 140-142, 29 TJ. S. C. §§ 158 (a)(5), 158 (d).
Old Line Life Ins. Co., 96 N. L. R. B. 499, 503; Cincinnati Steel Castings Co., 86 N. L. R. B. 592, 593.
61 Stat. 154, 29 U. S. C. § 174 (a)(1).
See Sherman, Employer’s Obligation to Produce Data for Collective Bargaining, 35 Minn. L. Rev. 24; Dunlop, The Economics of Wage-Dispute Settlement, 12 Law & Contemp. Prob. 281, 290; What Kind of Information Do Labor Unions Want in Financial Statements?, 87 J. Accountancy 368; How Collective Bargaining Works (Twentieth Century Fund, 1942) 453.
Daily Labor Report, No. 156: A4-A5 (Bureau of National Affairs, Aug. 12, 1954); 35 Lab. Rel. Rep. 106; Union Votes Wage Freeze to Aid Rice-Stix, St. Louis Globe-Democrat, Nov. 25, 1954, p. 1, col. 4; Studebaker Men Vote for Pay Cuts, N. Y. Times, Aug. 13, 1954, p. 1, col. 5.
See, e. g., Southern Saddlery Co., 90 N. L. R. B. 1205, 1206-1207; McLean-Arkansas Lumber Co., 109 N. L. R. B. 1022, 1035-1038; Jacobs Manufacturing Co., 94 N. L. R. B. 1214, 1221-1222, enforced, 196 F. 2d 680; and cases therein cited.
See Labor Board v. American Ins. Co., 343 U. S. 395, 409-410.

Question: What is the agency involved in the administrative action?
年. Army and Air Force Exchange Service
数. Atomic Energy Commission
日. Secretary or administrative unit or personnel of the U.S. Air Force
的. Department or Secretary of Agriculture
月. Alien Property Custodian
用. Secretary or administrative unit or personnel of the U.S. Army
成. Board of Immigration Appeals
名. Bureau of Indian Affairs
时. Bureau of Prisons
件. Bonneville Power Administration
一. Benefits Review Board
请. Civil Aeronautics Board
中. Bureau of the Census
据. Central Intelligence Agency
码. Commodity Futures Trading Commission
不. Department or Secretary of Commerce
新. Comptroller of Currency
文. Consumer Product Safety Commission
下. Civil Rights Commission
分. Civil Service Commission, U.S.
入. Customs Service or Commissioner or Collector of Customs
人. Defense Base Closure and REalignment Commission
功. Drug Enforcement Agency
上. Department or Secretary of Defense (and Department or Secretary of War)
户. Department or Secretary of Energy
为. Department or Secretary of the Interior
间. Department of Justice or Attorney General
号. Department or Secretary of State
取. Department or Secretary of Transportation
回. Department or Secretary of Education
在. U.S. Employees' Compensation Commission, or Commissioner
页. Equal Employment Opportunity Commission
字. Environmental Protection Agency or Administrator
有. Federal Aviation Agency or Administration
个. Federal Bureau of Investigation or Director
作. Federal Bureau of Prisons
示. Farm Credit Administration
出. Federal Communications Commission (including a predecessor, Federal Radio Commission)
是. Federal Credit Union Administration
失. Food and Drug Administration
表. Federal Deposit Insurance Corporation
除. Federal Energy Administration
加. Federal Election Commission
败. Federal Energy Regulatory Commission
生. Federal Housing Administration
信. Federal Home Loan Bank Board
类. Federal Labor Relations Authority
置. Federal Maritime Board
理. Federal Maritime Commission
本. Farmers Home Administration
息. Federal Parole Board
行. Federal Power Commission
定. Federal Railroad Administration
改. Federal Reserve Board of Governors
市. Federal Reserve System
期. Federal Savings and Loan Insurance Corporation
以. Federal Trade Commission
修. Federal Works Administration, or Administrator
元. General Accounting Office
方. Comptroller General
录. General Services Administration
区. Department or Secretary of Health, Education and Welfare
单. Department or Secretary of Health and Human Services
位. Department or Secretary of Housing and Urban Development
型. Administrative agency established under an interstate compact (except for the MTC)
法. Interstate Commerce Commission
县. Indian Claims Commission
存. Immigration and Naturalization Service, or Director of, or District Director of, or Immigration and Naturalization Enforcement
品. Internal Revenue Service, Collector, Commissioner, or District Director of
前. Information Security Oversight Office
称. Department or Secretary of Labor
注. Loyalty Review Board
值. Legal Services Corporation
输. Merit Systems Protection Board
建. Multistate Tax Commission
能. National Aeronautics and Space Administration
大. Secretary or administrative unit or personnel of the U.S. Navy
例. National Credit Union Administration
度. National Endowment for the Arts
始. National Enforcement Commission
到. National Highway Traffic Safety Administration
面. National Labor Relations Board, or regional office or officer
载. National Mediation Board
点. National Railroad Adjustment Board
密. Nuclear Regulatory Commission
动. National Security Agency
果. Office of Economic Opportunity
图. Office of Management and Budget
提. Office of Price Administration, or Price Administrator
发. Office of Personnel Management
式. Occupational Safety and Health Administration
国. Occupational Safety and Health Review Commission
登. Office of Workers' Compensation Programs
错. Patent Office, or Commissioner of, or Board of Appeals of
者. Pay Board (established under the Economic Stabilization Act of 1970)
认. Pension Benefit Guaranty Corporation
误. U.S. Public Health Service
接. Postal Rate Commission
关. Provider Reimbursement Review Board
重. Renegotiation Board
第. Railroad Adjustment Board
地. Railroad Retirement Board
如. Subversive Activities Control Board
设. Small Business Administration
目. Securities and Exchange Commission
开. Social Security Administration or Commissioner
事. Selective Service System
可. Department or Secretary of the Treasury
要. Tennessee Valley Authority
代. United States Forest Service
小. United States Parole Commission
选. Postal Service and Post Office, or Postmaster General, or Postmaster
标. United States Sentencing Commission
明. Veterans' Administration or Board of Veterans' Appeals
编. War Production Board
求. Wage Stabilization Board
列. State Agency
网. Unidentifiable
万. Office of Thrift Supervision
最. Department of Homeland Security
器. Board of General Appraisers
所. Board of Tax Appeals
内. General Land Office or Commissioners
体. NO Admin Action
通. Processing Tax Board of Review
Answer:

Answer: 面