What follows is an opinion from a United States Court of Appeals.
Intervenors who participated as parties at the courts of appeals should be counted as either appellants or respondents when it can be determined whose position they supported. For example, if there were two plaintiffs who lost in district court, appealed, and were joined by four intervenors who also asked the court of appeals to reverse the district court, the number of appellants should be coded as six.
In some cases there is some confusion over who should be listed as the appellant and who as the respondent. This confusion is primarily the result of the presence of multiple docket numbers consolidated into a single appeal that is disposed of by a single opinion. Most frequently, this occurs when there are cross appeals and/or when one litigant sued (or was sued by) multiple litigants that were originally filed in district court as separate actions. The coding rule followed in such cases should be to go strictly by the designation provided in the title of the case. The first person listed in the title as the appellant should be coded as the appellant even if they subsequently appeared in a second docket number as the respondent and regardless of who was characterized as the appellant in the opinion.
To clarify the coding conventions, consider the following hypothetical case in which the US Justice Department sues a labor union to strike down a racially discriminatory seniority system and the corporation (siding with the position of its union) simultaneously sues the government to get an injunction to block enforcement of the relevant civil rights law. From a district court decision that consolidated the two suits and declared the seniority system illegal but refused to impose financial penalties on the union, the corporation appeals and the government and union file cross appeals from the decision in the suit brought by the government. Assume the case was listed in the Federal Reporter as follows:
United States of America,
Plaintiff, Appellant
v
International Brotherhood of Widget Workers,AFL-CIO
Defendant, Appellee.
International Brotherhood of Widget Workers,AFL-CIO
Defendants, Cross-appellants
v
United States of America.
Widgets, Inc. & Susan Kuersten Sheehan, President & Chairman
of the Board
Plaintiff, Appellants,
v
United States of America,
Defendant, Appellee.
This case should be coded as follows:Appellant = United States, Respondents = International Brotherhood of Widget Workers Widgets, Inc., Total number of appellants = 1, Number of appellants that fall into the category "the federal government, its agencies, and officials" = 1, Total number of respondents = 3, Number of respondents that fall into the category "private business and its executives" = 2, Number of respondents that fall into the category "groups and associations" = 1.
Note that if an individual is listed by name, but their appearance in the case is as a government official, then they should be counted as a government rather than as a private person. For example, in the case "Billy Jones & Alfredo Ruiz v Joe Smith" where Smith is a state prisoner who brought a civil rights suit against two of the wardens in the prison (Jones & Ruiz), the following values should be coded: number of appellants that fall into the category "natural persons" =0 and number that fall into the category "state governments, their agencies, and officials" =2. A similar logic should be applied to businesses and associations. Officers of a company or association whose role in the case is as a representative of their company or association should be coded as being a business or association rather than as a natural person. However, employees of a business or a government who are suing their employer should be coded as natural persons. Likewise, employees who are charged with criminal conduct for action that was contrary to the company policies should be considered natural persons.
If the title of a case listed a corporation by name and then listed the names of two individuals that the opinion indicated were top officers of the same corporation as the appellants, then the number of appellants should be coded as three and all three were coded as a business (with the identical detailed code). Similar logic should be applied when government officials or officers of an association were listed by name.
Your specific task is to determine the total number of appellants in the case that fall into the category "private business and its executives". If the total number cannot be determined (e.g., if the appellant is listed as "Smith, et. al." and the opinion does not specify who is included in the "et.al."), then answer 99.

Opinion:
WESTINGHOUSE ELECTRIC CORPORATION, Petitioner, v. NATIONAL LABOR RELATIONS BOARD, Respondent.
No. 14176.
United States Court of Appeals Seventh Circuit.
Dec. 5, 1963.
Owen Fairweather, Walter L. Adams, Harvey M. Adelstein, Chicago, Ill., for petitioner; Seyfarth, Shaw, Fairweather & Geraldson, Chicago, Ill., of counsel.
Marcel Mallet-Prevost, Asst. Gen. Counsel, Stephen B. Goldberg, Atty., N. L. R. B., Arnold Ordman, Gen. Counsel, Dominick L. Manoli, Assoc. Gen. Counsel, Herman M. Levy, Atty., N. L. R. B., for respondent.
Before HASTINGS, Chief Judge, and DUFFY and CASTLE, Circuit Judges.
CASTLE, Circuit Judge.
This case is before the Court on the petition of Westinghouse Electric Corporation to review and set aside an order of the National Labor Relations Board issued against the petitioner, and upon the Board’s cross-petition for the enforcement of that order. The Board’s decision and order are reported at 141 NLRB No. 61.
Westinghouse maintains a manufacturing and repair plant at Chicago, Illinois. The production, maintenance and service employees at this plant are represented by Local 1105, United Electrical, Radio and Machine Workers of America. During the period here involved the collective bargaining agreement between Westinghouse and the Union contained no contractual obligation or commitment to arbitrate grievances but did contain other provisions relating to grievance procedure. The agreement provided, among other things, that:
“4. (a) There will not be more than three steps in the local grievance procedure. The immediate Local representative and the immediate supervisor- will discuss and make an effort to resolve grievances at the first step.
******
“(b) A Local representative will present the grievance to the designated local Management representative at each step. * * * ”
The Board found that Westinghouse violated Section 8(a) (5) and (1) of the National Labor Relations Act “when it refused to bargain collectively with the Union by unilaterally adding to the [contractual] grievance procedure a preliminary step permitting the adjustment of grievances without affording the Union the opportunity to be present at such adjustment”. The Board’s order requires that petitioner cease and desist from so refusing to bargain collectively and in any like or related manner restraining or coercing employees in the exercise of their rights guaranteed by Section 7 of the Act. The order affirmatively directs the petitioner to rescind its unilateral addition of the preliminary step and to post the usual notices.
The Board’s conclusion that petitioner violated Section 8(a) (5) and (1) of the Act is predicated upon its finding that Westinghouse changed the contractual grievance procedure, without bargaining thereon and in impairment of the Union’s Section 9(a) right to be given an opportunity to be present at the adjustment of employee grievances by the management representative, when on June 26, 1962, Westinghouse assembled the employees in departmental meetings and a statement prepared by the plant’s industrial relations manager, Mr. L. E. Kivela, was read the employees by a plant foreman. The statement contained the following introductory matter which the Board relies upon as effecting, ipso facto, an unlawful and unilateral- change in or addition to the contractual grievance procedures and constituting an unfair labor practice in violation of Section 8(a) (5) and (1) of the- Act:
“Last time we discussed what a grievance is. Today we want to discuss how the grievance procedure should work.
“First, if an employe feels aggrieved, he should contact his foreman and discuss the problem with him. The foreman is the Management representative responsible for the area where his employes work so he should naturally be contacted first.
“If the foreman and the employe do not reach mutual accord, then the employe may request his foreman for the presence of his steward. Following this discussion the employe or steward may submit a written grievance to the foreman. * * * ”
The charge upon which the Board issued the complaint in this proceeding was filed by the Union on July 13, 1962. At employee work meetings in August the petitioner denied it had changed the grievance procedure. It pointed out:
“Management still feels it is good common sense for employes to discuss their possible complaints or problems with their foremen before an actual grievance affecting the employes arises.
******
Currently many employes discuss problems, whether actual or potential, with their foreman on a variety of subjects such as pay shortages, safety hazards, classifications of work or other conditions. Although local management feels that it is logical, common sense approach to see the foremen first in matters of this sort, employes have never been denied the presence of a bargaining representative if they so desire, nor has there been any intention to deny the employe union representation in the future.
“Local management certainly does not intend through this meeting to repeat everything that was said in the previous work place meetings. However, we did want to correct any impression you may have received or been given that management has changed the grievance procedure through making observations on how the present procedure should work in order to be more effective.”
The industrial relations manager, Mr. Kivela, who had prepared the letters or statements read to the employee meetings, testified that he had no intention to make any change in the existing contractual grievance procedure. And there is no evidence in the record that after the June 26, 1962, statement any change occurred in the processing or handling of grievances — or that any grievance was adjusted without a Union representative being given the opportunity to be present.
There is employee testimony in the record to the effect that after the June 26th meetings employees went to their Union steward only if they had an actual grievance to be presented but went to their foreman about other things, including “gripes” and work problems. There is no evidence, however, that any grievance was adjusted in a manner different from that provided by the contractual grievance procedure or in violation of Section 9(a). And mere conjecture or speculation cannot be made to substitute for evidence.
In our opinion there is no substantial evidence in the record to support a finding or conclusion that there was any intention or any attempt to change the contractual grievance procedure much less that a change had been effected. This being so it appears that the statement the Board rélies upon has not only been wrenched from its context and the factual setting involved but also has been accepted as precipitating a fait accompli. It was merely part of an attempt by the petitioner to explain how it believed the contractual grievance procedure should be used to be more effective. Restored to its proper setting it establishes no foundation for the conclusion the Board reached. And in the posture in which the matter reaches us it is not of significant import whether petitioner’s interpretation of the scope of the contractual grievance procedure or of any relevant provisions of the Act were correct. In so far as the record discloses nothing happened as a result thereof which establishes a departure from the contract provisions or a violation of law. Whatever basis for speculation the statement may furnish when viewed alone is dispelled when it is considered in the light of the disclosures of the record considered as a whole. Consistent with the guiding principles furnished us by Universal Camera Corp. v. N. L. R. B., 340 U.S. 474, 71 S.Ct. 456, 95 L.Ed. 456, we “cannot conscientiously find that the evidence supporting [the Board’s], decision is substantial, when viewed in the light that the record in its entirety furnishes, * *
In view of the conclusion we have reached it becomes unnecessary for us to discuss or' express any opinion concerning the other issues raised by the contentions advanced by the petitioner and the Board.
The petitioner’s petition is granted, the cross-petition of the Board for enforcement of its order is denied, and the order is set aside.
Order set aside.
. 29 U.S.C.A. § 158(a) (5) and (1).
. All references herein, to the “Act” are to the National Labor Relations Act, as amended. 29 U.S.C.A. § 151 et seq.
. At June 21, 1962, work place meetings a letter had been read to the employees pointing out, among other things, how delays in handling grievances, which had been complained of by the Union, might be avoided if the written grievances were made more specific and contained clear and complete information so that they wonld not have to be returned for the specific information necessary to an intelligent discussion of the issues. The petitioner objected to the presentation of grievance forms so vague in content that at every step of the grievance procedure, the discussion centered around different points from those considered at the previous step.

Question: What is the total number of appellants in the case that fall into the category "private business and its executives"? Answer with a number.

Choices:

Answer: 1