Opinion ID: 597777
Heading Depth: 2
Heading Rank: 2

Heading: The Bargaining Impasse

Text: 21 The Union argues that there is no substantial evidence in the record to support the Board's finding that there was an impasse at the time the Company broke off negotiations, and further contends that the Company did not negotiate in good faith. The Union notes that negotiations lasted only 21 hours, over only four meetings, and maintains that the Board impermissibly ignored the ALJ's finding that Company president Melfi had become rigid and unbending by the close of the fourth session. 22 Section 8(d) of the NLRA requires parties in collective bargaining to confer in good faith with respect to wages, hours, and other terms and conditions of employment, or the negotiation of an agreement. 29 U.S.C. § 158(d). This means that parties must enter into discussions with an open mind and a sincere intention to reach an agreement consistent with the respective rights of the parties. Sign and Pictorial Union Local 1175 v. NLRB, 419 F.2d 726, 731 (D.C.Cir.1969). Section 8(d) provides, however, that the obligation to bargain in good faith does not compel either party to agree to a proposal or require the making of a concession. 29 U.S.C. § 158(d). Thus, the Act does not require any party to yield any position fairly maintained; 'firmness of a bargaining position does not constitute bad faith.'  419 F.2d at 731 (internal citation omitted). 23 The Union argues that the Board's finding of an impasse should nevertheless be reversed for four reasons. First, the Union alleges the Board did not conduct the sort of intensive factual inquiry it was obliged to make. See Taft Broadcasting Co., 163 N.L.R.B. 475, 478 (1967) (holding that whether impasse exists rests upon fact-intensive inquiry into the bargaining history, the good faith of the negotiating parties, the length of negotiations, the importance of the issues about which there is disagreement, and the contemporaneous understanding of the parties as to the state of negotiations), enforced, American Fed'n of Television & Radio Artists v. NLRB, 395 F.2d 622, 627-30 (D.C.Cir.1968). Second, the Union argues that the Company failed to bargain in good faith when it cut off negotiations six hours before the contract expired; as support, the Union cites the obligation of employer and union representatives to meet at reasonable times and confer in good faith under section 8(d) of the NLRA, 29 U.S.C. § 158(d). Third, the Union points out that there had been substantial movement by the Union at the time the Company declared an impasse. See Teamsters Local 639 v. NLRB, 924 F.2d 1078, 1084 (D.C.Cir.1991) (If either negotiating party remains willing to move further toward an agreement, an impasse cannot exist.). Fourth, the Union urges that the Board erred in basing its determination solely on one factor--the width of the gap between the parties on wages--rather than considering other relevant factors. See Reichold Chemicals, Inc., 288 N.L.R.B. 69 (1988) (articulating a number of factors for good faith bargaining). 24 We do not find these arguments weighty enough to overcome the deference we give Board determinations concerning impasse. In Dallas General Drivers Local 745, Teamsters v. NLRB, 355 F.2d 842, 844-45 (D.C.Cir.1966), this Court held: 25 Our scope of review confines us to determining whether there is an absence of substantial evidence to support the Board's finding; impasse is a question of fact involving the Board's presumed expert experience and knowledge of bargaining problems. The problem of deciding when further bargaining on an issue is futile is often difficult for the bargainers and is necessarily so for the Board. But in the whole complex of industrial relations few issues are less suited to appellate judicial appraisal than evaluation of bargaining processes or better suited to the expert experience of a board which deals constantly with such problems. 26 Accord Sign and Pictorial Union Local 1175 v. NLRB, 419 F.2d 726, 731 (D.C.Cir.1969) (In each instance the degree of cooperation which a party must show is largely a matter for the Board's expertise. (internal citation omitted)). 27 We find the Board's decision unassailable under the substantial evidence standard. We note in particular that the NLRB correctly emphasized that the Union's request for the Company's books was crucial to negotiations. Indeed, the Union's position on this issue is in considerable tension with its position on the disclosure question. If the Union was unprepared to make anything close to the concessions the Company was demanding without seeing the Company's books and substantiating the Company's need for the concessions, then the Board's finding that the parties were at an impasse appears to be founded on substantial evidence. The Board reasonably concluded that under the circumstances which prevailed during the negotiations, the parties were deadlocked over wages and benefits and there was no likelihood that further negotiations would break that deadlock. 28 The Union's complaint that the bargaining record suggests a lack of willingness on the Company's part to make itself available for negotiations at reasonable times and places is equally unavailing. The record evidence does not reveal that either of the two parties was solely responsible for the fact that negotiations began only ten days before expiration of the existing agreement. 29 Finally, the Union's last minute offer to extend the current contract for another year does not in itself establish that the NLRB was in error in declaring the parties were at an impasse. Although this offer represented movement on the part of the Union of about $.50 per hour from its opening offer, the Company's proposal was still more than $3.00 below the current hourly wage. We conclude that the Board's finding of impasse was supported by substantial evidence, and therefore will not disturb that finding on appeal.