Justia U.S. D.C. Circuit Court of Appeals Opinion Summaries

A complaint was filed with the Board alleging that the Company had violated sections 8(a)(3) and (1) of the National Labor Relations Act (NLRA) by discharging one employee, laying off another employee, and closing RAV because employees engaged in union activity. The Board reviewed the case after a hearing before an ALJ and issued a decision and order finding that petitioner had committed the unfair labor practices as alleged.The DC Circuit denied a petition for review with respect to the Board's determination that petitioner committed unfair labor practices by terminating one employee and laying off another, concluding that substantial evidence supports the Board's conclusion. Therefore, the court enforced the Board's proposed remedies, other than the restoration order and the bargaining order. The court remanded the issues of RAV's closure and the restoration order so that the Board may address the matters raised in this opinion regarding those issues. Furthermore, the Board must determine whether a unit of mechanics formerly employed by Petitioner at 3773 Merritt Avenue still exists, apart from Concrete Express, in a form that makes a bargaining order under the NLRA feasible. View "RAV Truck and Trailer Repairs, Inc. v. National Labor Relations Board" on Justia Law

The DC Circuit affirmed the district court's grant of summary judgment to PBGC, concluding that 29 C.F.R. 4044.4(b) is valid and that the PBGC Appeals Board reasonably applied section 4044.4(b) to deny appellant's lumpsum request. The court also concluded that, because fiduciaries must act in accordance with the terms of plan documents only "insofar as such documents and instruments are consistent with the provisions of" the Employee Retirement Income Security Act of 1974 (ERISA), Penn Traffic fulfilled its fiduciary duties by denying appellant's request in compliance with section 4044.4(b). Therefore, the court need not address appellant's contentions that Penn Traffic's handling of his lumpsum request was inconsistent with the Plan's terms. View "Fisher v. Pension Benefit Guaranty Corp." on Justia Law

T-Mobile's call centers employ customer service representatives (CSRs). Since 2009, the union, CWA, has attempted to organize T-Mobile CSRs but has not filed a representation petition. In 2015, T-Mobile launched T-Voice to “Enhance Customers and Frontline experience by identifying, discussing, and communicating solutions for roadblocks for internal and external customers. Provide a vehicle for Frontline feedback and create a closed-loop communication with T-Mobile Sr. Leadership,” with T-Voice representatives at each call center. T-Mobile emailed all CSRs: You can raise issues by reaching out to your T-Voice representatives. Prospective T-Voice representatives were told that they would be “responsible for gathering pain points from your peers.”CWA alleged that T-Voice was a labor organization under the National Labor Relations Act (Section 2(5)), T-Mobile supported T-Voice (Section 8(a)(2)), and its operation of T-Voice constituted solicitation of grievances during an ongoing organizing campaign and an implied promise to remedy those grievances (Section 8(a)(1)). The Board concluded that T-Voice did not “deal with” T-Mobile as required for it to be a “labor organization” and its operation did not violate Section 8(a)(2); given the duration of CWA’s organizing campaign, there was no inference that T-Voice would tend to erode employee support for union organizing.The D.C. Circuit upheld the Board’s finding that the creation of T-Voice was not aimed at interfering with union organizing but remanded with respect to whether T-Voice constitutes a labor organization. The Board has two lines of precedent: one holding an organization is not engaged in “dealing with” an employer unless the organization makes “group proposals,” the other has no such requirement. The Board needs to identify what standard it has adopted for separating “group proposals” from proposals of employee representatives. View "Communications Workers of America v. National Labor Relations Board" on Justia Law

The DC Circuit denied the Company's petition for review of the Board's decision affirming the Regional Director's determination that the Company had failed to demonstrate that elimination of the position was both definite and imminent. In this case, after the Company planned to eliminate one of the jobs at its plant, the Company first planned to make the transition in the Spring of 2018. However, that did not work out. Then the Company told its employees that it planned to eliminate the classification around Super Bowl weekend in 2019, but it did not. Then the Company told them that it would definitely eliminate the classification on April 1, 2019, but it did not.The court concluded that, given the Company's track record, the Board reasonably concluded that termination of the position on July 21st was anything but certain. The court explained that the Board's decision to order an election in a unit containing representatives was supported by substantial evidence as the Company failed to show that contraction of the proposed bargaining unit was definite and imminent. The court also concluded that the Board correctly denied the Company's objections to the election process itself. View "The American Bottling Co. v. National Labor Relations Board" on Justia Law

In consolidated petitions for review, RadNet challenges the Board's decisions finding unfair labor practices based on RadNet's refusal to bargain with the Union on behalf of six separate bargaining units, each representing certain technical workers employed at a different RadNet facility in Southern California. RadNet contends that all six certifications are marred by defects in election procedure, election misconduct, or underlying representation issues.The DC Circuit denied the petitions for review, concluding that the Regional Director did not abuse its discretion in determining that certain Magnetic Resonance Imaging (MRI) Technologists and Nuclear Technologists were not guards within the meaning of section 9(b)(3) of the National Labor Relations Act (NLRA); RadNet's claim that the elections were a priori defective because they were conducted pursuant to the Board's 2014 revised election rules lacks merit; although the Board abused its discretion in choosing to postpone the counting of ballots and the disclosure of results until the conclusion of voting in all ten of the individual unit elections, the error was harmless; the Board did not abuse its discretion by overruling RadNet's union affiliation objection, and in any event, RadNet has shown no prejudice; even assuming the veracity of RadNet's factual allegations, the court was unpersuaded that the Board abused its discretion in overruling the four separate objections concerning the conduct of individual elections, and the court saw no specific evidence of prejudice to the fairness of the election; and the Board did not abuse its discretion in granting summary judgment to the General Counsel without allowing relitigation of certain underlying representation issues. View "RadNet Management, Inc. v. National Labor Relations Board" on Justia Law

The Federal Mine Safety and Health Amendments Act, 30 U.S.C. 801, requires the Secretary of the Department of Labor, through the Mine Safety and Health Administration (MSHA), to negotiate mine-specific ventilation plans with companies that operate the mines. In 2006-2018, Knight Hawk Coal operated its Prairie Eagle Mine pursuant to an MSHA-approved ventilation plan that permitted perimeter mining with 40-foot perimeter cuts. In 2018, MSHA conducted a ventilation survey at Prairie Eagle and concluded that the approved plan did not adequately ventilate the perimeter cuts. MSHA relied primarily on the results of chemical smoke tests, which involved survey team members observing smoke movement from a 44-foot distance. Months later, MSHA revoked the Prairie Eagle ventilation plan. After receiving a technical citation from MSHA for operating without an approved plan, Knight Hawk sought review by the Federal Mine Safety and Health Review Commission.The Commission’s ALJ found the revocation arbitrary and capricious, in part because the chemical smoke test results were unreliable and inconsistent and the Secretary ignored disagreements among MSHA ventilation survey team members regarding the results. The ALJ reinstated the previously-approved ventilation plan. The Commission affirmed, concluding that the Secretary failed to explain adequately why the existing ventilation plan was deficient. The D.C. Circuit denied the Secretary’s petition for review, finding that substantial evidence supports the ALJ’s finding. View "Secretary of Labor v. Knight Hawk Coal, LLC" on Justia Law

The DC Circuit dismissed the union's petition for review of the Board's decision dismissing an unfair labor practice complaint against Kroger Limited Partnership I. The union charged Kroger with violating section 8(a)(1) of the National Labor Relations Act by "selectively and disparately" enforcing the no-solicitation policy set forth in the lease and in the landlord's letter.The court concluded that 29 U.S.C. 160(e) bars the court from reviewing the union's objection. In this case, the court's jurisdiction is limited in the following respect: "No objection that has not been urged before the Board, its member, agent, or agency, shall be considered by the court, unless the failure or neglect to urge such objection shall be excused because of extraordinary circumstances." The court explained that the critical inquiry is whether the objections made before the Board were adequate to put the Board on notice that the issue might be pursued on appeal. The court concluded that a dissenting member's discussion of an issue is not enough. In this case, even after the Board's decision and the member's discussion of a different theory, the union did not seek reconsideration. Rather, it raised the Board's dissenter theory for the first time in this court. The court concluded that this was not enough. Finally, the court concluded that the union forfeited its claim of extraordinary circumstances. View "United Food and Commercial Workers Union v. National Labor Relations Board" on Justia Law

The DC Circuit granted a petition for review of the Board's decision determining that the Association violated section 8(a)(5) of the National Labor Relations Act (NLRA) by refusing to bargain with the Union. The court explained that the Association's challenge is really to the Board's certification of the Union's victory in the representation election which was decided by one vote. The court concluded that the Board was at fault in preventing at least one of the bargaining unit employees from possibly casting a vote. Therefore, the court denied enforcement of the Board's order. View "National Hot Rod Ass'n v. National Labor Relations Board" on Justia Law

Employer petitioned for review of NLRB orders which concluded, among other things, that employer had committed an unfair labor practice (ULP) by withdrawing recognition from its employees' union based on a petition signed by a majority of the bargaining unit members seeking a withdrawal of recognition. The Board considered the withdrawal of recognition unfair because of a later petition circulated by the union to the opposite effect, which the union had not disclosed to the employer at the time of the withdrawal of recognition.The DC Circuit concluded that the Board's refusal to retroactively apply Johnson Controls, 368 NLRB No. 20, a Board precedent ruling that employers engaging in the same conduct under similar circumstances do not commit unfair labor practices, was arbitrary and capricious. The court explained that the Board has clearly departed from its prior established precedent by not applying the Johnson Controls standard retroactively to this case—Johnson Controls and this case are factually indistinguishable. Accordingly, the court granted the employer's petition and denied the Board's cross-application for enforcement of its orders. Finally, the court concluded that substantial evidence supports the Board's finding that the Human Resources Manager for employer did not direct a newly-hired bargaining unit employee to another unit employee to have the new-hire sign the petition. Accordingly, the court denied the petition as to this issue. View "Leggett & Platt, Inc. v. National Labor Relations Board" on Justia Law

The DC Circuit affirmed the district court's grant of summary judgment to the District in an action brought under Title VII of the Civil Rights Act of 1964 by plaintiff, alleging that OAG's denial of her multiple requests for a lateral transfer to a different unit within OAG constituted unlawful sex discrimination and unlawful retaliation for filing discriminatory charges with the EEOC. The court agreed with the district court that plaintiff failed to establish that she suffered an adverse employment action. In this case, no reasonable jury could conclude that plaintiff suffered materially adverse consequences associated with the denial of her lateral transfer requests for purposes of her discrimination or retaliation claim. View "Chambers v. District of Columbia" on Justia Law