Opinion ID: 560347
Heading Depth: 5
Heading Rank: 1

Heading: Hallmark violations

Text: 76 The ALJ spoke of Avecor's hallmark violations, which he defined as [p]articularly pervasive unfair labor practices which are deemed highly coercive and are likely to have a longer lasting and inhibitive [e]ffect on a substantial percentage of the work force. ALJ Decision at 48. He emphasized the firings of Tidwell and Hamby, which he characterized as an unlawful discharge of roughly 6 percent of the unit that was likely to have a substantial and lasting impact on employee free choice, id., and Ingram's statement to Hamby that the company might close its doors if the union won. He also noted that many of the violations were especially coercive because they were committed by high management officials. 77 We have concluded that the Hamby firing was not unlawful, and we have suggested that Ingram's isolated remark to Hamby was less heinous than the ALJ painted it. Consequently, a significant question is presented whether the remaining unfair labor practices in this case are serious enough, or pervasive enough, to have the tendency to undermine majority strength and prevent the holding of a fair rerun election. Pedro's, Inc. v. NLRB, 652 F.2d 1005, 1011 (D.C.Cir.1981). The Board must, therefore, consider whether the remaining violations justify a bargaining order. 78