Court Opinion

ID: 9842829
Source: CourtListenerOpinion
Date Created: 2023-09-24 02:19:17.815587+00
Date Added: 2024-06-11T09:13:55.850425
License: Public Domain

FINNEGAN, Circuit Judge
(dissenting).
At the administrative level a sharply divided opinion among the Labor Board members demonstrates the real problem in the struggle to interpret and apply the “good faith” yardstick ordered by § 8(a) (5) of the Act. The hard core of this appeal is bared by a portion of the Board’s order: “* * * we believe that the evidence clearly establishes the relevancy and essential necessity for the substantiating data requested by the Union * * * it is undisputed that the substantiating data is part of the respondent’s job evaluation system * * Much is made of the fact that Taylor, petitioner here, agreeably supplies such information concerning its system when the Union processes grievances on specific employees and particular jobs. The information involved is written on the reverse side of petitioner’s job description sheets. There is evidence that Taylor supplied the Union with material from which it could make its own evaluation and derive point scores for each job. The examiner reported, for example, “ * * * the analysis and interpretation of both the job description and the ‘degree’ criteria in the N. M. T. A. rating manual depends * * * on the judgment of the evaluator.” I eschew the Board’s order because it forces Taylor to undergo a test for determining the paternity and intellectual pedigree of its managerial judgments and opinions. The issue before the Board pivoted on “good faith,” and an appraisal of Taylor’s attitude can be accomplished without forcing production of the “Job Rating Substantiating Data.”
I would deny enforcement of the order of the Board.