Court Opinion

ID: 9469648
Source: CourtListenerOpinion
Date Created: 2023-08-05 02:45:44.330529+00
Date Added: 2024-06-11T17:41:29.510706
License: Public Domain

K. K. HALL, Circuit Judge,
dissenting:
Ostensibly applying the labor nexus test, the majority concludes that William Gardner formulates, determines and effectuates labor relations policy for the Rish Equipment Company, and that Gardner’s personal secretary, Charlotte Bowers, is therefore a confidential employee. Though Gardner clearly effectuates labor policy, I do not believe that he either formulates or determines that policy. Accordingly, I dissent.
The labor nexus test defines “confidential employees” as those “who assist and act in a confidential capacity to persons who formulate, determine and effectuate management policy in the field of labor relations.” N.L.RB. v. Hendricks Cty. Rural Electric Corp., 454 U.S. 170, 102 S.Ct. 216, 228, 70 L.Ed.2d 323 (1981) quoting B. F. Goodrich Co., 115 N.L.RB. 722, 724 (1956). By requiring that the person formulate and determine as well as effectuate labor policies, the test contemplates that the person do more than merely execute existing policies. Instead, he must also play a role in developing and selecting the company’s policies.
Goodrich illustrates the distinction between those who only effectuate policy and those who also formulate and determine. Goodrich dealt in part with the confidential status of the secretaries for certain management personnel. The plant engineer and the managers of the industrial engineering, purchasing, production and technical divisions were responsible for hiring, discharging, disciplining and promoting their respective employees, granting merit raises and handling grievances matters. The personnel and office managers played a role in the grievance procedure, but, significantly, they also participated in the negotiation of collective bargaining contracts. Utilizing the labor nexus test, the Board found that only those secretaries for the personnel and office managers qualified as confidential employees.
The Goodrich analysis is dispositive of this case. Gardner testified that he is the general manager of Rish’s St. Albans branch. In that capacity, he performs discharge, discipline and timekeeping functions and makes recommendations for pay raises. He testified in a conclusory fashion that he participated in labor policy decisions, but he was unable to give a single example of his participation. He conceded *39that these decisions were made “principally” at the home office in Bluefield, West Virginia. In short, Gardner’s duties are squarely analogous to those of the plant engineer and division managers in Goodrich. Consequently, Goodrich compels the conclusion that Gardner’s secretary is not a confidential employee.
The majority’s heavy reliance upon N.L.R.B. v. Quaker City Life Ins. Co., 319 F.2d 690 (4th Cir. 1963) is misplaced. As revealed by the list of the duties performed by the Quaker City district manager, cited by the majority at page three of its opinion, that manager simply played no role in the formulation and determination of labor policy. Though citing Goodrich, Quaker City neither discusses or applies the criteria of the labor nexus test. Since Hendricks mandates the application of those criteria, Quaker City completely lacks precedential value.
In the context of this case, Hendricks overrules Quaker City. By adhering to Quaker City, the majority inexplicably refuses to bring this Circuit into step with the current state of the law. For these reasons, I would enforce the Board’s order to bargain.