Opinion ID: 387941
Heading Depth: 2
Heading Rank: 2

Heading: The Bifurcated Proceedings

Text: 9 Trident argues that the Board's refusal to take testimony on Trident's possible defenses to the individual back pay awards goes to its liability for back pay, not simply to the amount. Therefore, it contends, the Board's order cannot be enforced unless and until the employees have shown that they would have returned to work had they been offered reinstatement. We disagree. 10 The Board's right to defer the determination of the amount of back pay liability until after its award has been enforced has long been recognized: 11 The Board's procedure in unfair labor practice cases is first to hold a hearing to determine whether an unfair labor practice was committed, and, if it was, whether it would effectuate the policies of the Act for the Board to order reinstatement with back pay of any employees who were discharged. In such a proceeding the Board does not concern itself with the amount of back pay actually owing. This is excluded from the proceeding in the interest of the efficient administration of the Act. The determination of specific liabilities may involve a protracted contest.... Since the determination that the discharge was wrongful is subject to review, extensive proceedings to determine the amount of liability may be rendered superfluous by reversal. And if the determination is sustained and becomes final, it may be expedient for a respondent to reach agreement and avoid further litigation. The propriety of this established two-stage procedure of the Board in these back-pay cases is not questioned. 12 NLRB v. Deena Artware, Inc., 361 U.S. 398, 411, 80 S.Ct. 441, 447, 4 L.Ed.2d 400 (1960) (Frankfurter, J., concurring) (citations omitted). Accord, UFI Razor Blades, Inc. v. District 65, Wholesale, Retail, Office & Processing Union, 610 F.2d 1018, 1023 (2d Cir. 1979); NLRB v. J.S. Alberici Constr. Co., Inc., 591 F.2d 463, 468-69 & n.6 (8th Cir. 1979). In Great Chinese American Sewing Co. v. NLRB, 578 F.2d 251, 255-56 (9th Cir. 1978), this court held that: 13 We agree with the Board that questions relating to the exact amount of back pay owing (including whether discharged employees made reasonable efforts to secure employment, and whether at some reasonably determinable date employment with (the employer) would not have been available because (its) operations would have ceased ...) are prematurely raised in this enforcement petition. Those issues may be explored in a compliance proceeding. 1 14 In this case, as in Great Chinese American Sewing Co., the Board's order makes it very clear that Trident will have an opportunity at the compliance proceedings to present all of its objections to the individual back pay awards. 2 15 Accordingly, we conclude that the Board's back pay order was proper and should be ENFORCED.