The Oyez Project: Unions Issues - Union Representatives

Bureau Of Alcohol, Tobacco & Firearms v. FLRA

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Garment Workers v. Quality Mfg. Co.

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Labor Board v. Cabot Carbon Co.

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Labor Board v. Coca-Cola Bot. Co.

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Landers v. National Railroad Passenger Corp.

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NASA v. FLRA

After enacting the Inspector General Act (IGA), which created an Office of Inspector General (OIG) in the National Aeronautics and Space Administration (NASA) and other federal agencies, Congress enacted the Federal Service Labor-Management Relations Statute (FSLMRS). The FSLMRS permits union participation at an employee examination conducted "by a representative of the agency" if the employee believes that the examination will result in disciplinary action and requests such representation. In January 1993, NASA's OIG (NASA-OIG) conducted an investigation of certain threatening activities of a NASA employee. A NASA-OIG investigator interviewed the employee and permitted the employee's union representative to attend. Subsequently, the employee's union filed a charge with the Federal Labor Relations Authority (Authority), alleging that NASA and its OIG had committed an unfair labor practice when the investigator limited the union representative's participation in the interview. In ruling for the union, an Administrative Law Judge concluded that the OIG investigator was a "representative" of NASA within FSLMRS' meaning, and that the investigator's behavior had violated the employee's right to union representation. On review, the Authority agreed and granted relief against both NASA and NASA-OIG. The Court of Appeals upheld the Authority's rulings and granted the Authority's application for enforcement of its order.

National Labor Relations Board v. Town & Country Electric, Inc.

Town & County Electric, Inc., a non-union company, sought to fill several positions for a construction job in Minnesota. Town & Country received applications from union staff, but refused to interview any of the applicants except one, who was eventually hired and fired soon thereafter. These individuals applied with the intention to organize Town & Country and were to remain on Union payroll during their time of employment. The union, the International Brotherhood of Electrical Workers, filed a complaint with the National Labor Relations Board claiming that Town & Country had refused to interview and retain the workers because of their union affiliation, a violation of the National Labor Relations Act. The Board held that the 11 individuals met the definition of employees under the Act and rejected Town & Country's claims that the individuals had been refused for other reasons.

The U.S. Court of Appeals for the Eighth Circuit reversed on the ground that the term "employee" does not include those individuals who remain on Union payroll during their time of employment with another company.

NLRB v. Weingarten, Inc.

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United States v. Ryan

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