Opinion ID: 400915
Heading Depth: 3
Heading Rank: 1

Heading: The Recognition and Bargaining Order

Text: 45 The Board reasoned that National should be required to recognize Local 723 as the exclusive bargaining representative of the garagemen and mechanics at Edison because the Edison facility represented a continuation of the operation at the Newark facility. 46 While no employees from Newark actually transferred to Edison (when it opened), this result stems directly from (National's) systematic discrimination against the Newark employees. Although the record does not indicate the number of employees who would have been willing to transfer, it does show that several of the 13 unit employees from Newark attempted to do so upon notification of their termination, and that others who testified also indicated their desire to accept employment at Edison.... (A) fair inference to be drawn from these facts is that, absent (National's) discrimination, (Local 723) would have retained its majority among (National's) employees.... 47 252 N.L.R.B. at 164. Thus, it is clear that the Board imposed the bargaining order to provide a complete remedy for the section 8(a)(3) violation. 48 National vigorously opposes the requirement of recognition. Even if we assume that the Board sufficiently articulated its reasons for imposing a bargaining order, and that there is substantial evidence to support the Board's finding that Local 723 would have retained its majority at the Edison facility but for National's unfair labor practice, we think that the imposition of a bargaining order at this point is an abuse of discretion. It is at least premature in view of the fact that the remedial order requires that the thirteen former employees be offered employment at Edison on a seniority basis. If acceptance of this unchallenged remedy should result in a union majority at Edison, there is no evidence that National would not recognize Local 723 as the exclusive bargaining representative for the Edison garagemen and mechanics. It is also possible that the former employees of the Newark facility will not constitute a majority at Edison, even after the other aspects of the Board's remedial order are enforced. Employees not only have the right to bargain collectively, but also to refrain from collective bargaining. See 29 U.S.C. § 157 (1976). Thus, the Board's order in this case may impose a bargaining representative on employees who do not wish to be represented. See Peoples Gas System, Inc. v. NLRB, 629 F.2d 35, 45 n.17 (D.C.Cir.1980) (similar order would probably result in union representation for at least four years). 49 The Board did not explicitly consider the possibility that its order might impose a bargaining representative on employees who do not wish one. The Board reasoned that, absent National's unfair labor practices, a majority of the Edison employees would have wanted Local 723 to represent them. Not to impose Local 723 as their representative now would provide (National) with an impermissible windfall. 252 N.L.R.B. at 164 n.26. However, the Board failed to recognize the injustice in imposing a bargaining representative on employees who are perfectly able to decide whether they want one. Here, the present employees are innocent of any wrongdoing, and some or all of them may lose their jobs because of other aspects of the Board's order. We think the injury that might be done to the rights of the current Edison employees by imposing on them a union they may not want is much greater than the injury that will be done by allowing the possibility that National will avoid a unionized work force. See Fraser & Johnston Co. v. NLRB, 469 F.2d 1259, 1265 (9th Cir. 1972) (section 8(a)(5) case). Cf. Peoples Gas System, 629 F.2d at 45-51 (refusing to enforce recognition and bargaining order after balancing rights of employees against a windfall to the employer). But cf. Air Express International Corp. v. NLRB, 659 F.2d 610, 617 (5th Cir. 1981) (Board's bargaining order enforced where employer merged and relocated, and discriminatorily discharged employees because of their membership in newly certified union). 50 Given the other remedial provisions, we conclude that at this stage the Board's recognition and bargaining order constituted an abuse of its discretion.