Opinion ID: 393167
Heading Depth: 2
Heading Rank: 3

Heading: NLRB Precedent

Text: 31 The NLRB further argues that it has consistently held that Section 8(b)(1)(A) applies only to union conduct involving threats of violence, economic coercion, or discipline. If this were true, deference to the agency interpretation might be appropriate. An administrative agency's consistent, longstanding interpretation of the statute under which it operates is entitled to considerable weight. 42 Internat'l Brhd of Teamsters v. Daniel, supra, 439 U.S. at 566 n.20, 99 S.Ct. at 800 n.20; United States v. Nat'l Ass'n of Securities Dealers, 422 U.S. 694, 719, 95 S.Ct. 2427, 2442-43, 45 L.Ed.2d 486 (1975); Saxbe v. Bustos, 419 U.S. 65, 74, 95 S.Ct. 272, 279, 42 L.Ed.2d 231 (1974); Investment Company Institute v. Camp, 401 U.S. 617, 626-627, 91 S.Ct. 1091, 1097, 28 L.Ed.2d 367 (1971); Udall v. Tallman, 380 U.S. 1, 16, 85 S.Ct. 792, 801, 13 L.Ed.2d 616 (1965). Even in its own decisions, however, the NLRB has not relied on a narrow interpretation of Section 8(b)(1)(A); the NLRB has never before held that the section applies only to threats of violence, economic reprisal, or discipline. 43 32 The NLRB has pointed out that the central focus of the congressional debate over the Taft-Hartley Act was on union tactics involving physical violence and economic coercion. See Nat'l Maritime Union (v. N.L.R.B.), 78 NLRB 971, 982-987, enforced, 175 F.2d 686 (2d Cir.), cert. denied, 338 U.S. 954, 70 S.Ct. 492, 94 L.Ed. 589 (1949). 44 Moreover, it has consistently held that union violence and intimidation violates Section 8(b)(1)(A). See, e. g., NLRB v. Union Nacional de Trabajadores, 540 F.2d 1 (1st Cir.), cert. denied, 429 U.S. 1039, 97 S.Ct. 736, 50 L.Ed.2d 750 (1976) (enforcing NLRB order); Nat'l Cash Register Co. v. NLRB, 405 F.2d 497 (6th Cir. 1972) (same). And the Board has held that economic coercion is unacceptable under Section 8(b)(1)(A). See, e. g., Teamsters Local 1040, 174 NLRB 1153 (1969). 45 However, the NLRB has also found Section 8(b)(1)(A) violations in situations where the union had not threatened discipline or other retribution. 33 For example, in Internat'l Union of Elec., Radio & Machine Wkrs, Local 601, 180 NLRB 1062 (1970), an employee sought to exercise his Section 7 right to refuse to authorize a payroll dues deduction and to tender his dues by personal check instead. The union refused to accept his checks. The ALJ found that the union had violated Section 8(b)(1)(A) in part because he believed the union's conduct constituted an implied threat to the employee's job. In adopting the ALJ's proposed order the NLRB rejected this finding of an implied threat, stating we do not find it necessary to rely on any surrounding threatening circumstances. Id. at 1062. The simple fact that the union had prevented the employee from exercising his Section 7 right to refuse to allow a payroll deduction was sufficient to support a finding of an unfair labor practice. Id. 46 Similarly, in General Motors Corp., 168 NLRB 1723 (1966), and General Motors Corp., 147 NLRB 509 (1964), the NLRB held that a union violated Section 8(b)(1)(A) when it agreed to contractual provisions banning distribution of rival unions' literature during nonworktimes and in nonworking areas. The union's conduct in these cases, which presented an issue closely related to the issue we confront here, clearly did not involve threats of economic coercion. 47 34