Opinion ID: 361092
Heading Depth: 2
Heading Rank: 3

Heading: employee discharge

Text: 23 Computed's final argument concerns the Board's finding that the Company violated Sections 8(a)(1) and (3) of the Act by laying off nineteen employees in order to discourage union activities. Computed maintains that the evidence for such a finding is insufficient as a matter of law in that it could have known of the union activities of only two such employees, and further, that only nine of the nineteen employees signed a union card or were otherwise engaged in union activity. In addition, the Company maintains that the evidence conclusively establishes that the layoff was motivated solely by economic considerations rather than being prompted, as the Board found, by management's recently acquired knowledge of the union campaign. 24 We begin our analysis of this claim by recognizing two major considerations which this Court follows in Section 8(a)(3) cases. First, this Court has often stated that management is for management. E. g., N. L. R. B. v. McGahey, 233 F.2d 406, 413 (5th Cir. 1956). It is not the function of either the Court or the Board to second guess management decisions. Management is free to discharge employees for good cause, bad cause, or no cause at all. N. L. R. B. v. Nabors, 196 F.2d 272, 275 (5th Cir.), Cert. denied, 344 U.S. 865, 73 S.Ct. 106, 97 L.Ed. 671 (1952).  It has, as the master of its own business affairs, complete freedom with but one specific, definite qualification: it may not discharge when the real motivating purpose is to do that which Section 8(a)(3) forbids. 233 F.2d at 413 (citations omitted). 25 The second consideration is that the burden of proof is upon the General Counsel, and he must present substantial evidence that the discharge was a result of improper motives. Frosty Morn Meats, Inc. v. N. L. R. B., 296 F.2d 617 (5th Cir. 1961). An unlawful purpose is not lightly to be inferred. N. L. R. B. v. Federal Pacific Electric Co., 441 F.2d 765 (5th Cir. 1971). Mere suspicions of unlawful motivation are not sufficient to constitute substantial evidence. Federal Mogul Corp. v. N. L. R. B., 566 F.2d 1245, 1259 (5th Cir. 1978). 26 An examination of the law in this Circuit reveals that in order to make out a violation of Section 8(a)(3), knowledge by the employer of the discharged employees' union activities is critical. N. L. R. B. v. Atlanta Coca-Cola Bottling Co., 293 F.2d 300, 309 (5th Cir.), Rehearing denied,296 F.2d 896 (1961); Tampa Times Co v. N. L. R. B., 193 F.2d 582 (5th Cir. 1952). Moreover, the unlawful element of purpose must be established with respect to each discharge. N. L. R. B. v. Walton Mfg. Co., 286 F.2d 16 (5th Cir. 1961), Rev'd on other grounds, 369 U.S. 404, 82 S.Ct. 853, 7 L.Ed.2d 829 (1962); N. L. R. B. v. Dan River Mills, Inc., 274 F.2d 381 (5th Cir. 1960). Nonetheless, this Court has enforced N. L. R. B. orders of reinstatement when a vast majority of those discharged were known by the employer to be engaged in union activity. N. L. R. B. v. Nabors, 196 F.2d 272 (5th Cir.), Cert. denied, 344 U.S. 865, 73 S.Ct. 106, 97 L.Ed. 671 (1952). However, the ratio of union sympathizers discharged to total employees discharged although probative is not dispositive. Indeed, this Court has recognized that proof that an employer took a stab in the dark hoping to rid himself of the 'wrong' people, supported by significant evidence might well give rise to a Section 8(a)(3) violation. Skyline Homes, Inc. v. N. L. R. B., 323 F.2d 642, 646 (5th Cir.), Rehearing denied, 323 F.2d 642 (1963), Cert. denied, 376 U.S. 909, 84 S.Ct. 662, 11 L.Ed.2d 607 (1964). 3 27 In the instant case, the Administrative Law Judge concluded that the February 16th layoff was prompted by management's recently acquired knowledge of the union campaign then in progress, even though the record showed that only three of the nineteen discharged employees were known by Computed to be engaged in Union activity. Moreover, the record shows that at least ten of the laid off employees never supported the union. The Administrative Law Judge discredited the testimony of Computed officers by calculating the number of personnel required to produce the desired number of watches. He concluded that any required reduction in personnel had already been accomplished by attrition. But these calculations are properly within the province of management. Having removed the foundation of the Administrative Law Judges' opinion, we are left with nothing in the record which indicates that Computed's actions were illegally directed at any specific employee. Absent a showing of knowledge by this employer of union activity on the part of at least a significant number of the discharged employees, there is insufficient evidence to support a finding of anti-union discrimination. Skyline Homes, Inc. v. N. L. R. B., 323 F.2d 642, 646 (5th Cir.) Rehearing denied, 323 F.2d 642 (1963), Cert. denied, 376 U.S. 909, 84 S.Ct. 662, 11 L.Ed.2d 607 (1964). Accordingly, we refuse to enforce those portions of the Board's Order dealing with the discharged employees, to wit: the cease and desist order and the order of reinstatement and award of back pay. 28 Enforcement is granted as to that portion of the Board's Order dealing with the broad no-solicitation rule. In all other respects, enforcement is denied.