Opinion ID: 790741
Heading Depth: 2
Heading Rank: 3

Heading: Commentary on Union Insignia

Text: 40 Brandeis similarly contests the NLRB's determination that the actions of Freeman and Muraski in commenting upon the union hat and buttons worn by Cook and Benefield violated § 8(a)(1) of the Act. The NLRB maintains that, in the absence of extenuating circumstances, i.e., a safety reason why union items cannot be worn or displayed, commentary of this sort by management violates § 8(a)(1). 41 This court has recognized that the Act guarantees employees the right to wear union buttons or insignia as part of concerted activity to assist the union. NLRB v. Shelby Mem'l Hosp., 1 F.3d 550, 565 (7th Cir.1993). This right, however, is not absolute and may be abridged when the employer demonstrates that special circumstances exist which justifies [sic] the banning of union insignia. Eastern Omni Constructors, Inc. v. NLRB, 170 F.3d 418, 424 (4th Cir.1999). Countervailing interests such as employee safety, production or discipline may justify an employer's restrictions on such items. See Shelby Mem'l Hosp., 1 F.3d at 565 (citing Caterpillar Tractor Co. v. NLRB, 230 F.2d 357, 359 (7th Cir.1956)). 42 Brandeis does not attempt to justify the comments made in the present case on the grounds of safety, discipline or production. Instead, Brandeis maintains that the actions of Freeman and Muraski did not dissuade Cook or Benefield from touting the Union on their clothing, consequently, no violation of the Act occurred. 43 As noted above, however, the test for a violation of § 8(a)(1) is not whether the employer actually interfered with its employees' rights under the NLRA, but whether the employer's actions had a tendency to interfere with those rights. Gen. Thermodynamics, Inc., 670 F.2d at 721. Although Freeman's and Muraski's comments may not have discouraged Cook or Benefield from donning their union buttons and hats, the effect on possible onlookers may not have been so innocuous. These comments may have had a chilling effect on employees who otherwise would have displayed their support for the Union in some manner. 10 44 Given that a showing of actual interference is not necessary to establish a § 8(a)(1) violation, we again conclude that the NLRB's determination is supported by substantial evidence.