Document: 415 U.S. 322 94 S.Ct. 1099 39 L.Ed.2d 358 NATIONAL LABOR RELATIONS BOARD, Petitioner,v.The MAGNAVOX COMPANY OF TENNESSEE. No. 72—1637. Argued Jan. 14, 15, 1974. Decided Feb. 27, Rehearing Denied April See 416 952, 1962. Syllabus At the time respondent company entered into acollective-bargaining agreement with a union, had blanket rule against distribution by employees of literature on property. The collective and subsequent contracts authorized to issue fair nondiscriminatory rules for maintaining orderly conditions plant property also provided bulletin boards union notices. ultimately challenged rule's validity, upon denial its request change, filed unfair-labor-practice charges respondent; which National Labor Relations Board (NLRB) upheld. Court Appeals denied enforcement NLRB's order, finding that waived objection on-premises ban. Held: Respondent's ban might interfere employees' rights under § 7 Act 'to form, join, or assist labor organizations,' refrain from such activities, rights, unlike those in economic area, cannot be collective-bargaining representative. bulletin-board provision did not afford an adequate alternative, since it give union's adversaries equal access communications their fellow employees. Pp. 324—327. 474 F.2d 1269, reversed. Peter G. Nash, Washington, D.C., petitioner. George K. McPherson, Atlanta, Ga., respondent. Mr. Justice DOUGLAS delivered opinion Court. 1 In 1954, International Union Electrical, Radio, Machine Workers (IUE) became representative respondent's prohibiting distributing any property, including parking lots other nonwork areas. 'maintenance property,' were 'unfair' 'discriminatory.' It would available posting notices, subject company's right reject 'controversial' All contained similar provisions. Throughout period 1954 has prohibited even nonworking areas during time. 2 due course, IUE validity requested changed. was unfair practices violation 8(a)(1) Act, 49 Stat. 452, as amended, 29 U.S.C. 158(a)(1). held IUE, following earlier decision Gale Products, 142 N.L.R.B. 1246, where said: 3 'Their place work is one location are brought together daily basis. they clearly share common interests traditionally seek persuade workers matters affecting organizational life related status employees.' Id., 1249. 4 remedy Products ran favor whose project present case, however, broadened relief embrace who wanted support representative, 195 265. Board's because view authority do so. 1269. case here petition certiorari, we granted conflict between this Sixth Circuit Eighth Association Machinists v. Board, 113, Fifth Mid-States Metal Inc., 403 702. 5 Employees have recognized organizations' refrain' activities. 157. We agree solicitation at may constitute interference rights. outside working hours but protected 'discriminatory absence evidence special circumstances make necessary order maintain production discipline.' re Peyton Packaging Co., 828, 843—844. approved ruling Republic Aviation Corp. NLRB, 324 793, 801—803, 65 982, 987—988, 89 L.Ed. 1372. No contention made considerations discipline necessary. sole concerns power waive 6 may, reach wages employment benefits strike quid pro quo employer's acceptance grievance arbitration procedure. Textile Lincoln Mills, 353 448, 455, 77 912, 917, 972. Such agreements, rest 'the premise representation' presuppose selection bargaining 'remains free.' Mastro Plastics 350 270, 280, 76 349, 361, 100 309. waiver 'right strike' 'against unlawful destructive foundation must rest.' 281, S.Ct., 357. dealt there area. Yet, different should obtain exercise choice involved—whether no retain one, new one. When issue, difficult assume incumbent self-interest own serve perpetuating itself F.2d, 705. uniquely appropriate dissemination views concerning various options open So long so in-plant time, banning seriously dilute For Congress declared policy United States protect full freedom association, self-organization, designation representatives choosing.' 151. argued use board substitute. But said medium 'preserving quo' yet 'equal communication 8 Moreover, limitation opposing does balance ruled case. supporting secure opposition. position, noted, always been consistent. is, think, quite consistent board's function among 'conflicting legitimate interests' will 'effectuate national policy,' versus oppose union. NLRB Truck Drivers Union, 87, 96, 643, 648, 676. respects employers, absolute. As noted well conclude controls existed trial examiner found. Accordingly, occasion availability alternative channels communication* employer business justification barring limiting communications. 9 Reversed. 10 STEWART, whom POWELL REHNQUIST concurring part dissenting part. 11 To extent holds contractually disaffected distribute advocating displacement I am complete agreement. This essence 1246. seems me wholly inconsistent letter spirit relieve promise self-serving distributed plant. 12 Although deemed represent all unit, both pro-union anti-union, important course bargaining, presumably return management concessions fronts, extend respect individual essentially conflicting interests. stated point succinctly General Motors Corp., 158 1723, 1727: 13 '(T)he employees, once selecting forfeit fundamental change times. acts abridge manner presented benefiting qua detriment represents.' 14 Any attempted others agent, odds underlying contractual waivers undermined. 15 Judicial nullification concessions, contrary what '(o)ne (the) policies' Act—'freedom contract.' H. Porter Co. 397 99, 108, 90 821, 826, 25 146. 'The theory free opportunity negotiation accredited likely promote industrial peace bring about adjustments agreements attempt compel.' Jones & Laughlin Steel 301 1, 45, 57 615, 628, 81 893. Contractual seldom if ever gratuitously take process. return, typically exacts some form negotiators. Since usually impossible identify consideration given particular concession, result nullifying supporters necessarily deprive benefit bargain leave windfall. sort invalidation bargained-for stability process certainly negative effect labor-management relations. reason, courts parties promises unless violates specific section clear federal law. 16 correctly determined could sought ouster union; law forbids either freeze out another entrench infringing dissident see justification, extension prevent unit.* 17 distinguish supporters' opponents' cogently 702, 18 'Where employee can fairly assumed surrendered except rationale allowing disappears matter goes heart adverse. Solicitation premises elements giving play presume agreeing bar securing 19 'A solicit hamper adversaries. communicate through board, meetings force enjoying advantage preserving quo. Its 20 literature-distribution supporters, today upsetting delicate achieved negotiations presenting undeserved nullification, behest promise, only contribute future instability management. 21 One can, envision exceptional unit restricted extremely difficult, them respond arguments opponents. distortion political balanced presentation issues seeks promote. concern aptly expressed decision, N.L.R.B., 1726: 22 '(W)e recogniz(e) salutary purpose refusing disturb yielded party processes concession infringe guaranteed Section Act. . (T)he depend whether statutory great override reasons upholding waiver, unduly exercising basic Act.' (Internal quotations omitted.) 23 Thus, incapable adequately position representation controversy, strong argument that, despite process, effective. 24 suggestion incapacitate dispute regarding continued agent. record boards; still support, although literature, time; done past, gates evident disabled thecollective-bargaining end discourse foster. general allows nullify agreement, dissent judgment insofar hold validly it. * brief states 2,300 live scattered over two-state area covering more than square miles. located Greenville, Tennessee. Some 30 miles distant Johnson City, Tennessee, Morrison, North Carolina. claims handing leaflets gate impracticable cars enter exit four abreast fast speeds. mention these statements resolve indicate least range inquiry need inplant protected. held, agrees, institutional literature. question relates waivability proposed selection, retention,

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