Deming Hospital Corp. v. NLRB

This case arose when the Board found petitioner had acted unlawfully by unilaterally reducing the hours of its full-time respiratory department employees. The Board ordered petitioner to rescind the hours reduction, bargain with the labor union representing the affected employees, and make whole any employee for any loss of earnings and other benefits suffered (2004 Order). An ALJ subsequently determined that petitioner owed 13 current and former employees roughly $105,000 in backpay to compensate them for the unlawful hour reduction and the Board adopted the ALJ's findings without elaboration, ordering petitioner to pay (2011 Order). Petitioner appealed the 2011 Order and the Board cross-applied for enforcement. The court granted in part the Board's cross-application for enforcement with respect to all issues except the matter relating to interim earnings. The Board did not err in applying a backpay remedy to those employees hired into the bargaining unit after petitioner unlawfully reduced the employees' hours; and the Board correctly held the Union's failure to communicate with petitioner did not toll the employer's liability, because petitioner had not rescinded the unlawful unilateral reduction in hours when it sought to negotiate with the Union. However, the Board did not adequately explain its failure to consider interim earnings when calculating the backpay award. Therefore, the court vacated the Board's backpay computation and remanded so the Board could amplify its position on interim earnings. View "Deming Hospital Corp. v. NLRB" on Justia Law