Opinion ID: 293978
Heading Depth: 2
Heading Rank: 2

Heading: The Discharge of Osby

Text: 25 The Company contends that employee Osby was not discharged for her union activity as an observer at the Union's election because she was not fired until after the election, although grounds existed theretofore, in order that this very charge be avoided; because the complaint against her was a sufficient reason for her discharge; and because no anti-union motive could have been present since other employees equally active in the Union were not discharged. 26 Again even though there exists some conflict as to the reason for Osby's discharge, the explanation accepted by the Board is reasonable and supported by the evidence. It is the province of the Board to decide on conflicting evidence what the employer's motivation was, United States Rubber Company v. N.L.R.B., 384 F.2d 660, 663 (5th Cir. 1967), and the Board need not have relied on the Company's self-serving declaration on this point. Shattuck Denn Mining Corp. (Iron King Ranch) v. N.L.R.B., 362 F.2d 466, 470 (9th Cir. 1966). 27 Certainly in the absence of other circumstances the employer has the right to discharge its employees, N.L.R.B. v. Audio Industries, Inc., 313 F.2d 858, 861 (7th Cir. 1963), and the mere fact that an employee is or was participating in union activities does not insulate him from discharge. H. L. Meyer Company v. N.L.R.B., 426 F.2d 1090, 1094 (8th Cir. 1970); N.L.R.B. v. Hanes Hosiery Division, Hanes Corp., 413 F.2d 457, 458 (4th Cir. 1969). 28 On the other hand, the cases are legion that the existence of a justifiable ground for discharge will not prevent such discharge from being an unfair labor practice if partially motivated by the employee's protected activity; a business reason cannot be used as a pretext for a discriminatory firing. E.g., N.L.R.B. v. Central Power & Light Company, 425 F.2d 1318, 1322 (5th Cir. 1970); Borek Motor Sales, Inc. v. N.L.R.B., 425 F.2d 677, 680-681 (7th Cir. 1970); N.L.R.B. v. Midtown Service Co., 425 F.2d 665, 670 (2d Cir. 1970); N.L.R.B. v. Princeton Inn Company, 424 F.2d 264, 265 (3d Cir. 1970); McGraw-Edison Company v. N.L.R.B., 419 F.2d 67, 76 (8th Cir. 1969); Hanes Hosiery, supra, 413 F.2d at 458. The test is whether the business reason or the protected union activity is the moving cause behind the discharge. N.L.R.B. v. Security Plating Company, 356 F.2d 725, 728 (9th Cir. 1966). See also Kellwood Company, Ottenheimer Bros. Mfg. Div. v. N.L.R.B., 411 F.2d 493, 498 (8th Cir. 1969). In other words, would this employee have been discharged but for his union activity? Southwest Latex Corporation v. N.L.R.B., 426 F.2d 50, 54-55 (5th Cir. 1970). 29 The Board answered this last question in the negative and, as noted above, the record supports this interpretation. The relevant factors here include the lack of inquiry into the complaint and the failure to permit the employee to explain, see Sterling Aluminum Company v. N.L.R.B., 391 F.2d 713, 723 (8th Cir. 1968); the timing of the discharge, see Borek Motor Sales, supra, 425 F.2d at 681; and the coincidence of the discharge with other 8 violations, see N.L.R.B. v. Stemun Manufacturing Company, 423 F.2d 737, 742 (6th Cir. 1970). 30