Opinion ID: 405327
Heading Depth: 2
Heading Rank: 2

Heading: Company Surveillance of the Employees' Union Activities

Text: 24 The Company does not contest the Board's finding that it created an impression of surveillance of the employees' union activities when Supervisor Collins was directed to find out which employees had signed authorization cards and then interrogated one employee. The Board correctly concluded that creating an impression of surveillance violated section 8(a)(1). E.g., UAW v. NLRB, 455 F.2d 1357, 1367-68 (D.C.Cir.1971). 25 In addition, the Board concluded that the Company violated section 8(a)(1) on three separate occasions by taking pictures of its employees engaged in peaceful picketing. The Board concedes that an employer may validly photograph a picket line to substantiate picket line misconduct or to gather evidence for use in injunctive or unfair labor practice proceedings. See, e.g., NLRB v. Colonial Haven Nursing Home, Inc., 542 F.2d 691, 700-02 (7th Cir. 1976). The Board and the courts have long recognized, however, that picket line photography has the tendency to interfere with, restrain, or coerce employees engaged in protected concerted activity. See, e.g., Larand Leisurelies, Inc. v. NLRB, 523 F.2d 814, 819 (6th Cir. 1975); UAW v. NLRB, 455 F.2d at 1368; Flambeau Plastics Corp., 167 N.L.R.B. 735, 742-43 (1967), enforced, 401 F.2d 128 (7th Cir. 1968), cert. denied, 393 U.S. 1019, 89 S.Ct. 625, 21 L.Ed.2d 563 (1969). Accordingly, an employer must have a solid justification for its photography of employee picketing. NLRB v. Colonial Haven Nursing Home, Inc., 542 F.2d at 701. In this case we find no basis for setting aside the Board's finding that the Company lacked such justification for its photography and its conclusion that the Company's activity therefore violated section 8(a) (1). 8 26