Opinion ID: 419685
Heading Depth: 3
Heading Rank: 1

Heading: The Offers of Reinstatement

Text: 31 Canova contends that it made offers of reinstatement to both Phillips and Davis in January and February 1976 and that their backpay liability ceased when the employees did not return to work. An employer may toll its backpay liability by offering reinstatement to employees improperly dismissed, but a full and unconditional offer of reinstatement to the employee's former position is required. Oil, Chemical & Atomic Workers International Union v. NLRB, 547 F.2d 598, 601 n. 3 (D.C.Cir.1976) (emphasis omitted), cert. denied, 429 U.S. 1078, 97 S.Ct. 823, 50 L.Ed.2d 798 (1977); Hydro-Dredge Accessory Co., 215 N.L.R.B. 138 (1974). Canova does not dispute this requirement but alleges that it was met by two separate offers: one orally given by Canova General Manager William Smith and one by letter to the Union dated February 1, 1976. The evidence supporting Canova's assertions of valid offers of reinstatement consists of testimony by Mr. Smith and the February 1 letter itself. 32 Smith testified that on January 28, 1976 he told Phillips that a letter would soon be sent (presumably the February 1 letter) which would offer Phillips and Davis unconditional reinstatement. He then offered both the chance to return to work unconditionally. Contrary to Canova's claim that this testimony was unrefuted, Phillips testified that about this time in January 1976 Smith offered him reinstatement but without seniority. Phillips reported other conversations with Smith in which Phillips was offered reinstatement without seniority, holidays or vacation but only if Phillips signed a statement that he had quit. Further, the February 1 letter alluded to by Smith did not contain an unconditional offer, thus undercutting Smith's testimony. 33 The letter of February 1, 1976 outlined Canova's position regarding the employees, including Phillips and Davis, who voluntarily walked off their jobs and stated that those employees would be reinstated provided work for which they are qualified is available and permanent replacements have not been hired. Referring to Phillips and Davis the letter stated, The Employer has no policy prohibiting re-hiring former employees who voluntarily quit their employment. Therefore, Mr. Phillips and Mr. Tim Davis are similarly urged to report for work. Id. This letter clearly did not offer unconditional reinstatement but only rehiring on the condition that work was available and no replacement had been hired. The letter is ambiguous as to the status of the employees upon return to work, but rehiring connotes loss of seniority and accrued benefits. There was substantial evidence to support a conclusion that this letter did not toll the backpay liability. Further, the ALJ, being in a position to determine credibility of the witnesses, could reasonably have credited Phillips' testimony over Smith's and determined that no unconditional oral offer was made in late January. 34