Court Opinion

ID: 9453281
Source: CourtListenerOpinion
Date Created: 2023-08-04 18:08:56.932846+00
Date Added: 2024-06-11T17:33:35.466275
License: Public Domain

ALBERT V. BRYAN, Circuit Judge:
The National Labor Relations Board asks that its order of April 18, 1966, 158 NLRB No. 10, be enforced; respondent, which manufactures and distributes hosiery, opposes the order and urges us to set it aside.
The Board concluded that the company, Kayser-Roth Hosiery Co., Inc., violated Section 8(a) (1) of the National Labor Relations Act, 29 U.S.C. § 151 et seq. in its attempts to prevent the unionization of its Burlington, North Carolina plant by the Hosiery Workers Union. Briefly, the Board found that the company had (1), unlawfully interrogated an employee about union activities, (2), created an impression of surveillance of such activities and (3) threatened employees with reprisals if they adopted the union as their representative. Except for one instance, these findings, we conclude, were not unsupported by substantial evidence in the record when viewed as a whole.
One of the Board’s findings we cannot accept. In the midst of the organizing campaign, the company posted a notice which contained, inter alia, the following language:
“(1) This matter [the union campaign] is, of course, one of concern to the Company. It is also, however, a matter of serious concern to you and our sincere belief is that if the Union were to get in here it would not work to your benefit but, in the long run would itself operate to your serious harm.”
Relying on recent decisions of the Board, e. g., Sagamore Shirt Company, 153 NLRB No. 27, the Trial Examiner held that this language, standing alone, was coercive and therefore violative of Section 8(a) (1). The Board agreed with this result, but it based its conclusion on a view of the notice when combined with the other unfair labor practices committed by the company. The Board’s order reflected this conclusion, for it required the company to cease and desist from:
“(f) Posting at its plant or distributing to its employees notices informing them in effect that if the Union’s organizational efforts succeed it would not work to their benefit but would in the long run operate to their serious harm.”
This conclusion and the quoted part of the order run counter to a series of decisions by this Court. See e. g., Wellington Mill Division, etc. v. NLRB, 330 F.2d 579 (4 Cir.), cert, denied, 379 U.S. 882, 85 S.Ct. 144, 13 L.Ed.2d 88 (1964); NLRB v. Threads, Inc., 308 F.2d 1, 8 (4 Cir. 1962). In its brief, the Board urged us to reconsider these opinions in the light of a recent Board decision, Greensboro Hosiery Mills, Inc., 162 NLRB No. 108. We have reviewed this decision,, but conclude that our case does not present an occasion for reconsidering our earlier opinions. And even if we desired to modify these earlier decisions, we would not be justified in doing so on the facts of this *981case. Thus we hold that substantial evidence does not support the conclusion that the language quoted above, and the other circumstances, amount to a violation of Section 8(a)(1) of the Act. Accordingly, that portion of the Board’s Order which prohibits the company from posting such a notice must be set aside. With respect to the remaining portion of the Order, the Board’s petition is granted.
Order enforced in part and set aside in part.