Opinion ID: 439255
Heading Depth: 2
Heading Rank: 2

Heading: The Company's Interrogation of Willie Jones.

Text: 19 The Company also contends that the Board erred in finding that Willie Jones' conversation with his supervisor, Elbert Hill, constituted coercive interrogation and created the impression that the Company was conducting surveillance over its employees' union activities and affiliation, thus violating section 8(a)(1) of the NLRA. The Company asserts that because the conversation was brief, isolated, and followed by a week Hill's assurances that Jones' union interests would not affect his job, the Board erred as a matter of law in concluding that section 8(a)(1) was violated. 20 Coercive interrogation of employees regarding union association or affiliation is prohibited by the NLRA. See, e.g., NLRB v. Laredo Coca Cola Bottling Co., 613 F.2d 1338, 1342 (5th Cir.), cert. denied, 449 U.S. 889, 101 S.Ct. 246, 66 L.Ed.2d 115 (1980). Section 8(a)(1) is violated when all of the circumstances surrounding an interrogation reasonably permit the inference that the interrogation had the tendency to coerce employees. See, e.g., NLRB v. Pope Maintenance Corp., 573 F.2d 898, 904 (5th Cir.1978); NLRB v. Birdsall Construction Corp., 487 F.2d 288, 291 (5th Cir.1973). It is not necessary that the employee or employees are in fact coerced. Pope Maintenance, supra, at 904. Because the question whether coercive interrogation has occurred is one of fact, its primary determination rests with the Board, and we accord great deference to that body's findings. NLRB v. Henriksen, Inc., 481 F.2d 1156, 1161 (5th Cir.1973); see Laredo Coca Cola, supra, 613 F.2d at 1341. Thus, if there is substantial evidence in the record taken as a whole for the Board's finding of a violation, we will not disturb that finding. Universal Camera Corp. v. NLRB, 340 U.S. 474, 488, 71 S.Ct. 456, 464, 95 L.Ed. 456 (1951); Laredo Coca Cola, supra, 613 F.2d at 1341. 21 In the instant case, we think that the record as a whole amply supports the Board's finding that the Hill-Jones conversation constituted a violation of section 8(a)(1). Hill summoned Jones to his office and questioned Jones concerning his union sentiments. Jones was alone; Hill was the Company representative responsible for the arrest of Vasquez and Teague several days before when they attempted to exercise the right of access that had been collectively bargained for. Jones had witnessed the arrest of Vasquez and Teague. The Board could also have properly inferred that because Jones denied his union membership upon Hill's inquiry, Jones indeed felt coerced. We think it is clear that in these circumstances, the Board's finding that section 8(a)(1) was violated is correct. See, e.g., TRW-United Greenfield Division v. NLRB, 637 F.2d 410, 416-17 (5th Cir.1981); NLRB v. Aero Corp., 581 F.2d 511, 514 (5th Cir.1978); Florida Steel Corp. v. NLRB, 529 F.2d 1225, 1229 (5th Cir.1976). Moreover, upon Jones' denial of membership, Hill disclosed that he knew that Jones and two of Jones' co-workers were union members. This disclosure exacerbated the coercive effect of the interrogation and, as the Board found, constituted an independent violation of section 8(a)(1). See, e.g., Hendrix Manufacturing Co. v. NLRB, 321 F.2d 100, 105 n. 7 (5th Cir.1963) ([W]hen an employer ... takes steps leading his employees to think [surveillance] is going on, they are under the threat of economic coercion, retaliation, etc.). 22 The Board's finding that the encounter between Hill and Jones was isolated does not render the interrogation lawful. As we have discussed, we look to the total circumstances surrounding an interrogation to assess its effect. NLRB v. Birdsall Construction, supra. Here, the interrogation followed the confrontation involving Vasquez and Teague and their subsequent arrest, and there was an implication that employee surveillance was being conducted. In these circumstances, we decline to disturb the Board's finding of coercive interrogation in violation of section 8(a)(1). Nor are we persuaded that Hill's prior statement to Jones that Hill was unconcerned about Jones' union affiliation had the ameliorative effect attributed to it by the Company. Jones' denial of union membership amply indicates that he did not credit Hill's reassurances and cuts against a finding that the reassurances mitigated the impact of the subsequent interrogation. 23