Opinion ID: 2974119
Heading Depth: 3
Heading Rank: 2

Heading: “Appropriate” Units Under the Act

Text: Section 9(b) of the Act gives the NLRB the power to determine the scope of the unit appropriate for the purposes of collective bargaining, so as to “assure to employees the fullest freedom in exercising the rights guaranteed by the Act . . . .” 29 U.S.C. § 159(b). The determination of an appropriate bargaining unit depends heavily on the facts of each individual case. See Bry-Fern Care Center, Inc. v. NLRB, 21 F.3d 706, 709 (6th Cir. 1994). The NLRB does not have to select the most appropriate unit, but is charged only with selecting an appropriate unit for bargaining from a 7 range of units of appropriate size. See Am. Hosp. Ass’n v. NLRB, 499 U.S. 606, 610 (1991); Office Depot, 184 F.3d at 508; NLRB v. First Union Mgt., 777 F.2d 330, 333 (1985). Generally, the NLRB has broad discretion in determining whether a petitioned-for bargaining unit is appropriate and in ordering representation elections. See Bry-Fern, 21 F.3d at 709; NLRB v. A.J. Tower Co., 329 U.S. 324 (1946); Tony Scott Trucking, Inc., v. NLRB, 821 F.2d 312 (6th Cir. 1987). We have recognized that the NLRB utilizes a presumption that a single location in a multiple-location business is an appropriate bargaining unit. See Child World, 817 F.2d at 1253; Wyandotte Sav. Bank v. NLRB, 682 F.2d 119, 120 (6th Cir. 1982). See also 29 U.S.C. § 159(b) (a “plant unit” may be appropriate). But see NLRB v. Catherine McAuley Health Ctr., 885 F.2d 341, 347 (6th Cir. 1989) (presumption unwarranted where actual separation of facilities cannot be shown). Therefore, the burden at the agency level is on the employer to overcome this presumption and to show that such a unit is inappropriate, not simply that a more appropriate unit exists. See Dunbar Armored, Inc. v. NLRB, 186 F.3d 844, 847 (7th Cir. 1999); In re J & L Plate, Inc., 310 NLRB 429, 429 (1993). An “appropriate” unit is one which furthers the Act’s policy of efficient collective bargaining. See 29 U.S.C. § 159(b). When making a determination as to whether to approve a bargaining unit, “the extent to which the employees have organized shall not be controlling,” 29 U.S.C. § 159(c)(5), so the fact that the employees self-identify in single-location units is not the only factor to be considered. See Catherine McAuley, 885 F.2d at 344. Moreover, the agency must explain the basis for its order and give a “clear indication that it has exercised the discretion with which Congress has empowered it.” NLRB v. Metro. Life Ins. Co., 380 U.S. 438, 443 (1965). 8 On past occasions, the NLRB has both declined to certify single-branch bargaining units in the armored car business, see In re American Courier Corp., 184 NLRB 602 (1970); Purolator Courier, 265 NLRB 659; and approved single-location bargaining units in the armored car business, see Dunbar Armored, 186 F.3d at 848; NLRB v. J.W. Mays, Inc., 675 F.2d 442, 443 (2d Cir. 1982); In re New Britain Transp. Co., 330 NLRB 397, 397 (1997); In re Courier Dispatch Group, Inc., 311 NLRB 728, 728 (1993). Finally, it is undisputed that the NLRB is to consider several factors when determining whether the presumption of single-location units has been rebutted: (1) centralized control versus local autonomy over daily operations and labor relations; (2) similarity of skills, functions, and working conditions; (3) degree of employee interchange; (4) geographic proximity of the various branch offices; and (5) bargaining history. Office Depot, 184 F.3d at 508.