Opinion ID: 4529815
Heading Depth: 4
Heading Rank: 2

Heading: Employee discipline proposals

Text: Local 15 also claims that PSAV’s employee discipline proposals evidence its bad faith. As the NLRB found, PSAV’s proposed discipline standard did not maintain the status quo. Coming into the bargaining process, the employees represented by Local 15 were at-will. At-will employment gives the employer unfettered discretion: “an employee may be terminated for a good reason, bad reason, or no reason at all.” Engquist v. Or. Dep’t of Agric., 553 U.S. 591, 606 (2008) (internal quotation marks and citation omitted). As the NLRB correctly found, PSAV proposing a reasonable-belief standard demonstrates that it was “willing to limit its discretion over discipline and discharge.” Audio Visual Servs. Grp., Inc., 2019 WL 1198973, at  n.15. Contrary to Local 15’s assertion, PSAV’s employee discipline proposal is not an example of an employer leaving 22 IATSE LOCAL 15 V. NLRB the “Union and the employees with substantially fewer rights and protection than they would have had without any contract at all.” Pub. Serv. Co. of Okla., 334 N.L.R.B. at 489. Nor does this proposal show PSAV was trying to “frustrate agreement on a collective-bargaining contract.” Liquor Indus. Bargaining Grp., 333 N.L.R.B. at 1220.