Opinion ID: 2978165
Heading Depth: 3
Heading Rank: 1

Heading: Unit determination hearing

Text: On October 22, 2007, an NLRB hearing officer held a hearing to determine the appropriate bargaining unit. The hearing established the following facts.
Multi-Flow is a wholesale distributor of fountain-beverage products, including soft drinks, juices, and the gases used to dispense such beverages. While it does not sell beer, Multi-Flow performs the service of cleaning beer lines. It provides its products and services to bars, restaurants, and nightclubs in Northwest Ohio and Southeast Michigan. Multi-Flow’s general manager, along with two area managers and a warehouse manager, oversees the company’s operations from Multi-Flow’s Toledo, Ohio facility. There, Multi-Flow employs two installers, four service technicians, two beer-line cleaners, seven drivers, and two floaters. Each of these positions is described below: Installers: The two installers set up the beverage equipment necessary to dispense soft drinks, beer, or liquor at a customer’s place of business. Service technicians: The four service technicians are responsible for maintaining the -2- Multi-Flow Dispensers of Toledo, Inc. v. NLRB No(s) 08-2360/2446 beverage equipment and providing necessary repairs. Beer-line cleaners: The two beer-line cleaners flush out customer’s beer dispensing equipment as directed by state regulations. Drivers: The seven drivers deliver soft-drink syrups, juice products, and carbon-dioxide gas to customers. Each driver is assigned to one of seven routes that make up Multi-Flow’s service territory. Drivers use hand-held computers to invoice customers and manage inventory. Floaters: The two floaters fill in as necessary to perform any of the above duties.
Drivers receive a weekly rate of pay, which is based on an eight-hour work day. They have a set start-time, but they have no set finish-time. A driver’s work day is complete once he finishes his route and returns to the facility. The other employees in the certified unit receive an hourly wage, and are paid only for hours worked. In addition to their base pay, all employees are eligible for commissions based on the volume of products they sell—specifically 1.75% on generic products and 0.75% on national brands. Drivers are also eligible for a “run-out” bonus of $25 per week. A driver receives this bonus if none of the customers on the driver’s route need additional product before their next regularly-scheduled delivery. Drivers may also qualify for a year-end bonus based on product sales growth. All employees wear company uniforms and are required to drive company vehicles. All employees interact with and collect money from Multi-Flow’s customers. Drivers perform their routes with company trucks, and are required to have a Class C Commercial Driver’s License (“CDL”) with a Hazmat endorsement. The other employees drive company vans, and are not -3- Multi-Flow Dispensers of Toledo, Inc. v. NLRB No(s) 08-2360/2446 required to have a CDL. However, those non-driver employees who do have CDLs occasionally fill in for drivers on their routes. (Twelve of the seventeen Multi-Flow employees, including drivers, have a CDL.) Similarly, drivers also perform service-technician duties for Multi-Flow customers on a weekly basis. All employees with service training, including drivers, are required, on a rotating basis to be on call to perform service work and deliver product to customers.
Multi-Flow’s general manager has overall responsibility for daily operations. Installers, service technicians, beer-line cleaners, and floaters report directly to the general manager. Drivers, on the other hand, report to two area managers, who report to the general manager. Area managers are responsible for assisting drivers with all aspects of customer relations and service. These managers can make recommendations to the general manager regarding disciplinary action for all employees, including non-drivers, though the general manager makes the ultimate decisions.