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:
NATIONAL LABOR RELATIONS BOARD, Petitioner, v. BILLEN SHOE CO., Inc., Respondent.
No. 7062.
United States Court of Appeals First Circuit.
Heard May 6, 1968.
Decided July 2, 1968.
Laurence J. Hoffman, Washington, D. C., Atty., with whom Arnold Ordman, Gen. Counsel, Dominick L. Manoli, Assoc. Gen. Counsel, Marcel MalletPrevost, Asst. Gen. Counsel, and Gary Green, Washington, D. C., Atty., were on brief, for petitioner.
Irving Isaacson, Lewiston, Me., for respondent.
Before ALDRICH, Chief Judge, MeENTEE and COFFIN, Circuit Judges.
ALDRICH, Chief Judge.
This is a petition for enforcement of a Labor Board order. Respondent took no exception to part of the order. The balance we find totally unsupported. The trial examiner, affirmed without comment by the Board, 166 N.L.R.B. No. 19, reached his conclusions essentially by ignoring substantial evidence from General Counsel’s own witnesses whose favorable testimony he uncritically accepted. On the basis of the testimony he did accept he drew inferences contradicted by the very witnesses whose testimony he depended upon.
Because posterity would not benefit from our detailed review of the facts in this case we are placing it in an appendix, which is not to be printed. Suffice for present purposes that the discharged employee’s own testimony shows him to have been overbearing, insolent and insubordinate from the moment he was appointed a union organizer, and that the final incident of insubordination would have made the most patient employer risk an unfair labor practice charge. By the same token, the decision reveals, unfortunately, how great is this risk, no matter how undeserved.
We may say that our principal criticism, so far as this particular case is concerned, may be merited by the Board only on the basis of respondeat superior. If it regarded the examiner’s report as accurate, the result may not have been unwarranted. If its counsel advised the Board as Board counsel have sought to advise us, the Board would equally have been misled. In this respect, however, we wish the Board to know what we expect of its counsel in this court. Naturally we want counsel to be an advocate. However, not unlike what is demanded of the United States Attorney, we expect a presentation that is full and fair to the court. Rather than doing this, counsel argued to the court that certain prior criticisms of the dischargee were “manifest fabrications,” when the ignored testimony even of the Board’s own witnesses showed they were not. So, also, repetitious references to an incident in which the dischargee was told to “watch out,” with no mention of the testimony of the Board’s own witness, who had “impressed” the examiner as “quite truthful,” that the dischargee had, on a number of occasions, given cause not merely for criticism, but for discharge. Both of these matters were vital to the case. It should not have to be the duty of this court to scrutinize the record to discover that the Board’s brief is colored and one sided. It may be good advocacy to hope that the court will not discover this, and we will add, in fairness to present counsel, who impressed us favorably as an individual, that he may have felt obligated to do what he did because the trial examiner, who was affirmed by the Board, had done the same thing. However, particularly from government counsel, it is a standard that we will not accept.
Commenting briefly on further aspects of the case, the trial examiner’s concern with whether there were posted notices against profanity, when the offense was not the use of profanity, but unprovoked swearing at his supervisor in an act of gross, public insubordination, shakes any confidence we might have in the expertise applied to this case, and his reliance upon the fact that the supervisor did not discharge the employee until he had checked with respondent’s president, shows lack of application of analytical judgment. It also shows lack of impartiality, in that the examiner did not even mention the reason for the short delay. Finally, the fact that the foreman testified that he would have forgiven the swearing if the dischargee had not persisted in ignoring his instructions does not mean that the entire incident was not serious, or was not truly regarded as such.
We have, on prior occasions, agreed with the Board that an employer who is unhappy about a union must, perforce, subject even his most legitimate conduct to scrutiny for improper motives. This does not mean, however, that a union organizer can do as he pleases and that the Board’s findings are beyond reach because anti-union animus is all that is needed to support the inference of employer impropriety. See NLRB v. Almeida Bus Lines, Inc., 1 Cir., 1964, 333 F.2d 725, 727. When good cause for discharge is clearly established, it is especially important to remember that the burden of proof is on the Board. NLRB v. United Parcel Service, Inc., 1 Cir., 1963, 317 F.2d 912; NLRB v. Prince Macaroni Mfg. Co., 1 Cir., 1964, 329 F.2d 803. We have only too frequently had to remind the Board that a decision on the issue of motive is particularly one which requires consideration of all the evidence, and not bits and pieces which support a decision unfavorable to the employer. See, e. g., Raytheon Co. v. NLRB, 1 Cir., 1964, 326 F.2d 471.
If we were to draw a further lesson from this case, and too many others like it that we have had, it is that it is all too easy to say that adequate cause for discipline was seized upon as pretextual in the case of union representatives. The fact is that adequate cause for discharge is of peculiarly legitimate concern in such instances; management cannot run its plant if union organizers can ride roughshod on the basis of their position. When good cause for criticism or discharge appears, the burden which is on the Board is not simply to discover some evidence of improper motive, but to find an affirmative and persuasive reason why the employer rejected the good cause and chose a bad one. The mere existence of anti-union animus is not enough. The fact that the employer may be pleased to effectuate the discharge does not mean that this was his primary motive. See NLRB v. Lowell Sun Publishing Co., 1 Cir., 1963, 320 F. 2d 835, 842.
The order of the Board will not be enforced except as to a separate matter as to which respondent took no exception.

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: 0