Opinion ID: 465422
Heading Depth: 1
Heading Rank: 4

Heading: Supervisory Status of Clyde Young

Text: 21 Kahala Kai contends that Young possessed the requisite supervisory powers. 6 A supervisor must be able to 22 hire, transfer, suspend, layoff, recall, promote, discharge assign, reward, or discipline other employees, or responsibly to direct them, or to adjust their grievances, or effectively to recommend such action, if in connection with the foregoing the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment. 23 29 U.S.C. Sec. 152(11) (emphasis added). A supervisor need only possess one of the enumerated powers, but must do so in conjunction with an exercise of independent judgment. George C. Foss, Co., 752 F.2d at 1410; Walla Walla Union-Bulletin, Inc. v. NLRB, 631 F.2d 609, 613 (9th Cir.1980); Global Marine Development of California, Inc. v. NLRB, 528 F.2d 92, 94 (9th Cir.1975), cert. denied, 429 U.S. 821, 97 S.Ct. 70, 50 L.Ed.2d 83 (1976). 24 The giving of routine minor orders does not make an employee a statutory supervisor. George C. Foss, Co., 752 F.2d at 1410. Before Clyde ever took action in an unusual situation he would consult Dwight Iwasa for instructions on how to proceed. 25 Despite Fleishman's insistence that Clyde could terminate an employee, Clyde never effectively recommended termination, hiring or pay increases. During the pre-election period, rather than continuing Clyde's steady work hours, Kahala Kai reduced his hours. Clyde testified that he became an on call type of employee. No evidence suggests Clyde exercised supervisory powers or exercised independent judgment. The NLRB upon substantial evidence found Clyde to be an employee. 7