Opinion ID: 77977
Heading Depth: 2
Heading Rank: 1

Heading: Substantial Evidence Supporting the Board

Text: Goya first argues that the Board's findings are not supported by substantial evidence. Goya makes two principal challenges to the Board's decision: (1) the employees' terminations were lawful because anti-union animus did not motivate their dismissals and, therefore, the dismissals were solely the result of the employees' unprotected activity; and, (2) Goya's withdrawal of recognition was lawful because it was not the result of unremedied labor violations because the coercive effect of past violations was diminished and attenuated. [13] After oral argument and careful consideration, we are satisfied that there was ample evidence before the Board of extensive unfair labor practices to support finding numerous labor law violations prior to, leading up to, and causing the unlawful withdrawal of recognition. Indeed, the record reveals violations of a widespread and serious nature; the pervasive atmosphere of anti-union animus tainted the employees' discharges, as well as the ultimate withdrawal of recognition. Goya challenges the ALJ and Board findings that the three discharged employees' actions at the Winn-Dixie protest were protected under the Act. Our own viewing of the Winn-Dixie protest video gives us no reason to question the ALJ's judgment that the protestors were engaged in a lawful labor-related action and that their activities inside the store did not take them outside the protection of the Act. We think the relatively brief nature of the disruption  the shouting lasted only for one minute  and the peaceable nature of the protesters  they left upon being confronted by the police and spoke in normal tones thereafter  offer substantial evidence to support the Board. Further, the three Goya employees did not play a noticeable role in the in-store action; indeed, the Goya representative who was present and took photographs did not indicate to Mary Ann Unanue that he believed the employee's actions were improper. Mere participation, without awareness of the unlawful character of the acts of others, does not give rise to imputed liability. See MP Industries, Inc., 227 NLRB 1709, 1710 (1977) (It is well established that the mere fact that an employee was in the company of another employee who commits an act of misconduct will not taint the first employee, without a showing of complicity on the part of that employee in the wrongful activity.), overruled in part on other grounds by Clear Pine Mouldings, 268 NLRB 1044 (1984). Given the brief nature of this interlude and the undisputed evidence that the Union officials were the ringleaders of the action inside of the store, we find no reason to question the Board's and the ALJ's discretion in its factual findings on this issue. We also find that the cumulative, serious and extensive nature of the pre- and post-certification labor violations supports the Board's finding that these terminations were motivated by anti-union animus. As for Bravo's underemployment, there was also substantial evidence before the Board to support finding that his employment status was motivated by anti-union animus. All four of these employees were active in the Union, and Goya's proffered justification for their terminations and underemployment is weak. [14] We find that the ALJ's opinion, adopted by the Board's order, is supported by substantial evidence and that Goya perpetrated numerous and extensive labor violations over the months leading up to certification and through the distribution of the disaffection petition. Accordingly we turn to the more difficult issue before us: the appropriateness of one of the Board's chosen remedies in this case, the affirmative bargaining order.