Opinion ID: 2806256
Heading Depth: 3
Heading Rank: 2

Heading: Designating A Representative

Text: The simplest way for employees to designate an RLA representative is to petition the Board to certify a labor representative. The carrier then “shall treat with the representative so certified.” 45 U.S.C. § 152, Ninth. Unless a labor representative “formally seeks and obtains certification as the employees’ chosen representative, the employer’s duty to ‘treat’ with, i.e. recognize, the representative, is not triggered.” Aircraft Serv. Int’l, 779 F.3d at 1083 (en banc) (Berzon, J., concurring) (citing Summit Airlines, Inc. v. Teamsters Local Union No. 295, 628 F.2d 787, 793–95 (2d Cir. 1980)). When employees vote on a representative, but the carrier refuses to negotiate, the representative labor group must seek Board certification. See Summit Airlines, 628 F.2d INT’L BHD. OF TEAMSTERS V. ALLEGIANT AIR 21 at 795. And, finally, employees may appoint a representative and a carrier may voluntarily choose to negotiate with them. “Voluntary recognition” is the standard practice under federal labor laws. The Board’s handbook provides that a group which has petitioned the Board for a certification may withdraw an application if the group wishes to seek voluntary recognition. See National Mediation Board, Representation Manual § 6.0. Similarly, various courts have found that carriers may voluntarily recognize an RLA representative. See Summit Airlines, 628 F.3d at 795; Burlington N., Inc. v. Am. Ry. Supervisors Ass’n, 503 F.2d 58, 63 (7th Cir. 1974). Moreover, courts interpreting a comparable section of the National Labor Relations Act (NLRA) have found that employees can “designate” a labor representative under 29 U.S.C. § 159(a) by either acquiring a National Labor Relations Board certification or through voluntary recognition. Triple C Maint., Inc., 219 F.3d at 1153; Sheet Metal Workers’ Int’l Ass’n Local 19 v. Herre Bros. Inc., 201 F.3d 231, 241 (3d Cir. 1999); Am. Automatic Sprinkler Sys. Inc. v. N.L.R.B., 163 F.3d 209, 219 (4th Cir. 1998); N.L.R.B. v. Goodless Elec. Co. Inc., 124 F.3d 322, 324 (1st Cir. 1997). While courts hesitate to import NLRA standards into the RLA due to differences in the statutory schemes, see Bhd. of R.R. Trainmen v. Jacksonville Terminal Co., 394 U.S. 369, 383 (1969), a clear voluntary recognition rule serves the same salutary purposes under both statutes. It ensures that both parties are on notice of the legal import of their agreements, and thereby promotes stable labor relations. It prevents the need for courts to engage in post hoc determinations of a labor organization’s legal status. And, by requiring contemporaneous evidence that an organization enjoys majority support among the relevant workforce, it 22 INT’L BHD. OF TEAMSTERS V. ALLEGIANT AIR protects the right of a majority of employees to choose their labor representative.