Opinion ID: 1118958
Heading Depth: 1
Heading Rank: 1

Heading: mootness of the unfair labor practice charge

Text: Both the college and the HEP Board argue that the trial court erred in dismissing as moot that portion of the HEP Board's order finding that the college had committed an unfair labor practice. Following entry of the HEP Board's order, the college paid for some release time for negotiations over the contract currently in effect. [2] Both the HEP Board and the college analogize to a well established body of federal labor law, and contend that an unfair labor practice appeal is not rendered moot by the passage of time or the subsequent compliance of the employer. We agree. In State ex rel. Wash. Fed'n of State Employees v. Board of Trustees, supra , we held that Washington's Public Employees' Collective Bargaining Act, RCW 41.56, is substantially similar to the National Labor Relations Act (NLRA), 29 U.S.C. §§ 151-169 (1976) (Act of July 5, 1935, Pub. L. No. 74-198, 49 Stat. 449, as amended). While not controlling, decisions under the NLRA are persuasive in construing state labor acts which appear to be based on or are similar to the federal act. In Massillon Pub'g Co. v. Cleveland Newspaper Guild, Local 1, 215 N.L.R.B. 380 (1974), the NLRB rejected an employer's argument that subsequent execution of a collective bargaining agreement mooted the issue of an unfair labor practice filed by a probationary employee who was excluded by the new agreement. In that case, the board strongly stated that it is entrusted with the protection of public rights under the NLRA and not merely with the settlement of private disputes. [I]t is well settled that an employer's execution of a contract with a union with which it previously refused to bargain in violation of the Act [the NLRA] does not  render the issue of such violation moot. [ Southern Tours, Inc. v. Amalgamated Transit Local Div. 1326, 167 N.L.R.B. 363 (1967).] This principle is premised on the theory that the Board does not oversee the settlement of private disputes but, rather, is entrusted with the responsibility of protecting public rights under the Act. These rights are not protected, and the effects of the unfair labor practices found are not expunged, merely because of a private settlement of the dispute by the parties, which may or may not serve to remedy the adverse effect on the Section 7 rights of the employees. (Footnote omitted.) 215 N.L.R.B. at 380. The HEP Board plays a role analogous to the NLRB. RCW 28B.16.230 requires the HEP Board to apply the unfair labor practice provision of RCW 41.56.140-.190 to classified employees of higher education institutions as part of a detailed statutory scheme to promote peaceful public employment relations. Public Employment Relations Comm'n v. Kennewick, 99 Wn.2d 832, 836-37, 664 P.2d 1240 (1983). A violation of such public statutory rights is not cured simply because the offending party later conforms its conduct to the statutes. [3] The NLRB cases find support in a long line of United States Supreme Court cases holding that an employer's compliance with an NLRB order does not render the cause moot. See, e.g., NLRB v. Raytheon Co., 398 U.S. 25, 26 L.Ed.2d 21, 90 S.Ct. 1547 (1970). Numerous cases in the Fifth, Seventh, Eighth, Ninth, and District of Columbia Circuits apply these United States Supreme Court decisions holding that an employer's compliance with an NLRB order does not render an unfair labor practice case moot. See, e.g., NLRB v. Great Western Coca-Cola Bottling Co., 740 F.2d 398, 406 (5th Cir.1984). Our decision today is consistent with analogous Washington law on mootness in the context of other laws designed for the benefit and protection of the public. See, e.g., State v. Ralph Williams' North West Chrysler Plymouth, Inc., 87 Wn.2d 298, 312, 553 P.2d 423 (1976), appeal dismissed, 430 U.S. 952, 51 L.Ed.2d 801, 97 S.Ct. 1594 (1977). The college's  compliance with the HEP Board's order does not render the unfair labor practice finding moot.