Bridgestone/Firestone, Inc.

National Labor Relations Board - Board Decisions

Dec 20, 2001

337 N.L.R.B. 133 (N.L.R.B. 2001)

BRIDGESTONE/FIRESTONE, INC. 133
Bridgestone/Firestone, Inc. (Woodridge, IL Distribu­
tion Center) and United Steelworkers of Amer­
ica, AFL–CIO, CLC. Case 13–CA–37351
December 20, 2001
DECISION AND ORDER
BY CHAIRMAN HURTGEN AND MEMBERS LIEBMAN
AND WALSH
On December 23, 1999, Administrative Law Judge
James L. Rose issued the attached decision. The Re­
spondent and the General Counsel each filed exceptions,
a supporting brief, and an answering brief.
The National Labor Relations Board has considered
the decision and the record in light of the exceptions and
briefs and has decided to affirm the judge’s rulings, find­
ings, and conclusions as modified below and to adopt the
recommended Order as modified and set forth in full
below.1
1. Withdrawal of contract proposal
The judge found that the Respondent unlawfully re-
fused to bargain with, and withdrew recognition from,
the Union. The General Counsel contends that the Re­
spondent also committed a separate violation of Section
8(a)(5) of the Act by withdrawing its last contract pro­
posal on April 14, 1999, and that the Respondent should
be required to reinstate the proposal. For the reasons
stated below, we find merit in this contention.
On October 19, 1998,2 the Regional Director approved
a settlement agreement between the Respondent and the
Union in Case 13–CA–36834.3 The agreement required
the Respondent to bargain with the Union on request “for
at least six months from the date the employer resumes
bargaining with the Union as if the initial year of certifi­
cation had not expired and embody any understanding
reached in a written agreement.”
The next bargaining session was on December 11.
The parties then met regularly once or twice a month,
with the final session taking place on April 8. At the end
of that session, the Union said that it would submit the
Respondent’s last (and 15th) proposal to its members and
requested 50 copies.
However, on April 13, before the Union had received
the copies and before any ratification vote, the Respon­
dent received a decertification petition from the employ­
ees.
1 We have modified the judge’s recommended Order in accordance
with our decision in Excel Containers, Inc., 325 NLRB 17 (1997).
2 All dates are within September 1998 through July 1999, unless
otherwise stated.
3 The settlement agreement expressly excluded this case Case 13–
CA–37351.
On April 14, Ken Kirkpatrick, the Respondent’s distri­
bution center manager, wrote to Craig Langele, the Un­
ion’s principal representative, stating that he had re­
ceived a petition from a majority of the unit employees
who requested “Decertification of [the] Steelworkers
Union.” The Respondent revoked its last proposal and
said that it would no longer bargain with the Union.
Kirkpatrick reaffirmed this refusal in a July 2 letter to
Langele, in which he also stated that the Respondent,
having received a second petition signed by a majority of
the unit employees, was withdrawing recognition from
the Union.
The judge found that the Respondent breached the set­
tlement agreement and violated Section 8(a)(5) of the
Act by failing to bargain for the requisite 6 months. He
also found that, because the settlement agreement pro­
vided for a 6-month extension of the certification year,
the prohibition against withdrawal of recognition during
the certification year applied. He noted the Board’s irre­
buttable presumption that a union’s majority status con­
tinues throughout the certification year, and that this pol-
icy applies to a bargaining provision in a settlement
agreement. Accordingly, the judge found that not even a
petition from a majority of employees purporting to re­
ject the Union would allow the Respondent lawfully to
cease bargaining or withdraw recognition within the 6-
month extension of the certification year.
The judge rejected the Respondent’s argument that, al­
though it suspended bargaining, it did not withdraw rec­
ognition and the Union did not request further bargain­
ing. He concluded that the Respondent’s April 14 action
was a complete repudiation of the Union as the employ­
ees’ bargaining representative and that the Union was not
required to request resumed bargaining, which would
have been a futile act. Thus, the judge found that, by
ceasing to bargain, the Respondent not only breached the
settlement agreement but also unlawfully withdrew rec­
ognition on April 14, as reaffirmed by the July 2 letter.
Clearly, the action taken by the Respondent that
breached the settlement agreement and violated Section
8(a)(5) of the Act was the April 14 letter from
Kirkpatrick to Langele, in which the Respondent revoked
its last proposal and stated that it would no longer bar-
gain with the Union. Although the judge found that by
ceasing to bargain with the Union the Respondent
breached the settlement agreement and therefore violated
Section 8(a)(5) of the Act, he, perhaps inadvertently, did
not make the same finding as to the Respondent’s with­
drawal of its contract proposal.
The April 14 letter stated, in pertinent part:
Please be advised that, yesterday, the Company re­
ceived a petition, signed by a majority of employees in
337 NLRB No. 20
134 DECISIONS OF THE NATIONAL LABOR RELATIONS BOARD
the bargaining unit represented by your Union, indicat­
ing that they no longer wish to be represented by the
United Steelworkers of America. Based upon this peti­
tion, the company cannot lawfully negotiate with your
Union regarding a collective bargaining agreement.
Accordingly, pending the resolution of the Union’s
status, the Company’s outstanding offer for and agree­
ment covering the Woodridge bargaining unit employ­
ees is hereby withdrawn.
Thus, the Respondent informed the Union that it was
withdrawing its outstanding offer assertedly because it
could not lawfully negotiate with the Union. The with­
drawal of the offer was the vehicle by which the Respon­
dent expressed its erroneous view that it was no longer
permitted to bargain with the Union, and by which it
therefore effectively withdrew recognition from the Un­
ion, as confirmed by the July 2 letter. As such, the Re­
spondent’s withdrawal of its contract proposal was part
and parcel of its unlawful action of April 14. We find
that, in addition to the violations specifically noted by the
judge, the Respondent violated Section 8(a)(5) of the Act
by withdrawing its contract proposal.
To remedy this additional violation, we shall require
the Respondent to reinstate the contract proposal and
afford the Union an opportunity to accept the proposal or
resume negotiations.4 If the Union accepts the contract
proposal, the collective-bargaining agreement shall be
given retroactive effect and a commencement date of
May 1, 1999, the effective date specified in the contract
proposal.
2. Change in antiharassment policy
The judge correctly found that the Respondent unlaw­
fully implemented a new anti-harassment policy in Sep­
tember 1998, and ordered the Respondent to cease and
desist from unilaterally altering terms and conditions of
employment. The judge, however, did not specifically
require the Respondent to restore the status quo by rein-
stating its former policy. We shall modify the judge’s
recommended Order and notice to require the Respon­
dent to do so and to retract any discipline issued to em­
ployees pursuant to the new policy and to make employ­
ees whole for any losses they incurred as a result of the
implementation of the new policy.
4 See, e.g., TNT Skypack, Inc., 328 NLRB 468, 470 (1999), and enfd.
208 F.3d 362 (2d Cir. 2000) (ordering the respondent to reinstate its
proposal for a collective-bargaining agreement); Northwest Pipe &
Casing Co., 300 NLRB 726 (1990) (agreeing with the judge’s recom­
mended order, requiring the respondent to reinstate its offer); and Mead
Corp., 256 NLRB 686, 687 (1981), enfd. 697 F.2d 1013 (11th Cir.
1983) (ordering the respondent to reinstate its unlawfully withdrawn
offer).
In objecting to the addition of these requirements, our
colleague cites the important legal and policy reasons for
having rules against harassment on the basis of (race,
color, national origin, religion, age, or disability) added
by the Respondent in September 1998 to its preexisting
antisexual harassment policy. We agree with our col­
league as to the importance of the public policy in ques­
tion. However, we perceive no affront to that public pol-
icy by virtue of our requirement that the Respondent first
bargain with the Union if it wishes to pursue the laudable
goal of promulgating a policy of its own against these
forms of harassment, by implementing a new work rule
prohibiting them.
3. Extension of certification year
The judge, in ordering the Respondent to recognize
and bargain with the Union, provided for a new certifica­
tion year to commence when the Respondent enters into
negotiations with the Union. We disagree with the
judge’s view that the Respondent’s refusal to bargain
warrants extending the certification year for another full
year. The Respondent bargained with the Union in ap­
parent good faith from December 11, 1998, to April 14,
1999, a period of about 4 months. Under all the circum­
stances, we conclude that a 6-month extension of the
certification year is appropriate. This period will provide
the parties with a reasonable interval in which to resume
negotiations and possibly reach an agreement, without
unduly imposing on the employees a bargaining repre­
sentative they may no longer support. In fashioning this
remedy, we stress that the Respondent’s duty to bargain
will not automatically end after the 6-month extension of
the certification year expires. Rather, at that point, the
Union will enjoy a rebuttable presumption that its major­
ity status continues. See, e.g., JASCO Industries, 328
NLRB 201 (1999).
4. Affirmative bargaining order
We find for the reasons fully set forth in Caterair In­
ternational, 322 NLRB 64 (1996), that an affirmative
bargaining order is warranted in this case as a remedy for
the Respondent’s unlawful withdrawal of recognition
from the Union. We adhere to the view, reaffirmed by
the Board in that case, that an affirmative bargaining
order is “the traditional, appropriate remedy for an
8(a)(5) refusal to bargain with the lawful collective-
bargaining representative of an appropriate unit of em­
ployees.” Id. at 68.
In several cases, however, the United States Court of
Appeals for the District of Columbia Circuit has required
that the Board justify, in the facts of each case, the imp o­
sition of such an order. See, e.g., Vincent Industrial Plas­
tics, Inc. v. NLRB, 209 F.3d 727, 734 (D.C. 2000); Lee
BRIDGESTONE/FIRESTONE, INC. 135
Lumber & Building Material Corp. v. NLRB, 117 F.3d
1454, 1462 (D.C. Cir. 1997); and Exxel/Atmos, Inc. v.
NLRB, 28 F.3d 1243, 1248 (D.C. Cir. 1994). In Vincent,
the court stated that an affirmative bargaining order
“must be justified by a reasoned analysis that includes an
explicit balancing of three considerations: (1) the em­
ployees’ Section 7 rights; (2) whether other purposes of
the Act overrode the rights of employees to choose their
collective-bargaining representative: and (3) whether
alternative remedies are adequate to remedy the viola­
tions of the Act.” 209 F.3d at 738.
We respectfully disagree with the court’s requirement,
for the reasons set forth in Caterair.5 Nevertheless, we
have examined the particular facts in this case as the
court requires, and we find that a balancing of the three
factors warrants an affirmative bargaining order.
(1) An affirmative bargaining order in this case vindi­
cates the Section 7 rights of the unit employees who were
denied the benefits of collective bargaining by the Re­
spondent’s unlawful withdrawal of recognition from the
Union. At the same time, an affirmative bargaining or­
der does not unduly prejudice the Section 7 rights of em­
ployees who may oppose continued union representation
because its attendant status is temporary.
(2) An affirmative bargaining order also serves the im­
portant policies of the Act to foster meaningful collective
bargaining and industrial peace. The temporary decerti­
fication bar inherent in this order removes the Respon­
dent’s incentive to further delay bargaining or to engage
in any other conduct that would further undercut em­
ployee support for the Union. It also ensures that the
Union will not be pressured, by the possibility of a decer­
tification petition, to achieve immediate results at the
bargaining table following the Board’s resolution of its
unfair labor practice charges and issuance of a cease-and-
desist order. Providing this temporary period of insu­
lated bargaining will also afford employees a fair oppor­
tunity to assess the Union’s performance in an atmo s­
phere free of the Respondent’s unlawful conduct.
(3) A cease-and-desist order, alone, would be inade­
quate to remedy the Respondent’s refusal to bargain with
the Union in these circumstances because it would permit
a decertification petition to be filed before the Respon­
dent had afforded the employees a reasonable time to
regroup and bargain through their chosen representative
in an effort to reach a collective-bargaining agreement.
Indeed, permitting a decertification petition to be filed
immediately might very well allow the Respondent to
profit from its own unlawful conduct. We find that the­
ses circumstances outweigh the temporary impact the
5 Chairman Hurtgen agrees with the court’s requirement.
affirmative bargaining order will have on the rights of
employees who oppose continued representation by the
Union.
For all of the foregoing reasons, we find that an af­
firmative bargaining order with its temporary decertifica­
tion bar is necessary to fully remedy the Respondent’s
unlawful refusal to bargain with the Union in this case.
ORDER
The National Labor Relations Board orders that the
Respondent, Bridgestone/Firestone, Inc. (Woodridge, IL
Distribution Center), Woodridge, Illinois, its officers,
agents, successors, and assigns shall
1. Cease and desist from
(a) Refusing to bargain with the Union for the pre-
scribed period as set forth in the settlement agreement
executed by the Respondent and approved by the Re­
gional Director in Case 13–CA–36834.
(b) Withdrawing its contract proposal made on or
about April 8, 1999.
(c) Withdrawing recognition from the Union during
the period in which the Union enjoyed an irrebuttable
presumption of majority status.
(d) Refusing to bargain by unilaterally altering terms
and conditions of employment.
(e) In any like or related manner, interfering with, re-
straining or coercing employees in the exercise of the
rights guaranteed them by Section 7 of the Act.
2. Take the following affirmative action designed to
effectuate the policies of the Act.
(a) Recognize and bargain with United Steelworkers of
America, AFL–CIO–CLC, as the duly certified represen­
tative of its employees in the following appropriate unit
and if agreement is reached, execute a collective-
bargaining agreement. The 6-month extension of the
certification year is to commence when the Respondent
enters into negotiations with the Union:
All full-time and regular part-time material handlers
and material handler lead persons, employed by the Re­
spondent (presently) located at 2100 International
Parkway, Woodridge, Illinois, but excluding all office
clerical employees, temporary service employees,
lumpers, truck drivers, supervisors, managerial em­
ployees, confidential employees, and guards as defined
by the Act.
(b) Reinstate the contract proposal made on or about
April 8, 1999, and, should the Union accept that pro­
posal, give the collective-bargaining agreement retroac­
tive effect with a commencement date of May 1, 1999.
(c) Rescind the antiharassment policy implemented in
September 1998, reinstate the previous policy, retract
any discipline issued to employees pursuant to the Sep-
136 DECISIONS OF THE NATIONAL LABOR RELATIONS BOARD
tember 1998 policy, and make employees whole for any
losses they incurred as a result of the September 1998
policy, with interest as prescribed in New Horizons for
the Retarded, 283 NLRB 1173 (1987).
(d) Preserve and, within 14 days of a request or such
additional time as the Regional Director may allow for
good cause shown, provide at a reasonable place desig­
nated by the Board or its agents, all payroll records, so­
cial security payment records, timecards, personnel re-
cords and reports, and all other records, including an
electronic copy of such records if stored in electronic
form, necessary to analyze the amount of backpay due
under the terms of this Order.
(e) Within 14 days after service by the Region, post at
its facility copies of the attached notice marked “Appen­
dix.”6 Copies of the notice, on forms provided by the
Regional Director for Region 13, after being signed by
the Respondent’s authorized representative, shall be
posted by the Respondent immediately on receipt and
maintained for 60 consecutive days in conspicuous
places including all places where notices to employees
are customarily posted. Reasonable steps shall be taken
by the Respondent to ensure that the notices are not al­
tered, defaced, or covered by any other material. In the
event that, during the pendency of these proceedings, the
Respondent has gone out of business or closed its facility
involved in these proceedings, the Respondent shall du­
plicate and mail, at its own expense, a copy of the notice
to all current employees and former employees employed
by the Respondent at any time since April 14, 1999.
(f) Within 21 days after service by the Region, file
with the Regional Director a sworn certification of a re­
sponsible official on a form provided by the Region at-
testing to the steps that the Respondent has taken to
comply.
CHAIRMAN HURTGEN, concurring and dissenting in part.
I agree that Respondent should have bargained about
its new rules concerning harassment. Although there are
important legal and policy reasons to have such rules in
place, that is no justification for a failure to bargain about
the precise parameters of such rules and the discipline to
be imposed for breaches thereof. Thus, I find the viola­
tion.
However, in view of the important legal and policy
reasons involved, I would not require that Respondent
now withdraw its new rules. That would leave Respon­
dent with no rules at all pertaining to harassment on basis
6 If this Order is enforced by a judgment of a United States court of
appeals, the words in the notice reading “Posted by Order of the Na­
tional Labor Relations Board” shall read “Posted Pursuant to a Judg­
ment of the United States Court of Appeals Enforcing an Order of the
National Labor Relations Board.”
other than sex. Instead, I would require Respondent to
bargain with the Union about possible changes to the
new rules and disciplinary consequences.
My colleagues say that a requirement to bargain about
antiharassment policies is no affront to public policy. I
agree. However, the issue is whether there is to be an
abolition of the antiharassment rule (other than the prior
one regarding sex), pending such bargaining. It is this
remedial matter to which the policy issue pertains.
In addition, I agree that the Respondent must rescind
any discipline that was imposed because of breaches of
the new rules. However, in my view, this is another rea­
son to permit the rules to stand while possible changes
are being negotiated. Otherwise, there would be a risk
that an offender would be reinstated and not be subject to
any of the new rules.
APPENDIX

NOTICE TO EMPLOYEES

POSTED BY ORDER OF THE

NATIONAL LABOR RELATIONS BOARD

An Agency of the United States Government

The National Labor Relations Board has found that we
violated the National Labor Relations Act and has or­
dered us to post and abide by this notice.
Section 7 of the Act gives employees these rights.
To organize
To form, join, or assist any union
To bargain collectively through representatives of their
own choice
To act together for other mutual aid or protection
To choose not to engage in any of these protected con­
certed activities.
WE WILL NOT refuse to bargain with, or withdraw rec­
ognition from, United Steelworkers of America, AFL–
CIO–CLC during the prescribed period set forth in the
settlement agreement executed by the Respondent and
approved by the Regional Director in Case 13–CA–
36834 of this Order.
WE WILL NOT withdraw our contract proposal made on
or about April 8, 1999.
WE WILL NOT refuse to bargain by unilaterally altering
terms and conditions of employment.
WE WILL NOT in any like or related manner, interfere
with, restrain, or coerce our employees in the exe rcise of
the rights guaranteed them by Section 7 of the Act.
WE WILL bargain with United Steelworkers of Amer­
ica, AFL–CIO–CLC, as the certified representative of
our employees in the following appropriate unit and we
will embody any understanding reached in a written
signed contract.
BRIDGESTONE/FIRESTONE, INC. 137
All full-time and regular part-time material handlers
and material handler lead persons, employed by the
Employer (presently) located at 2100 International
Parkway, Woodridge, Illinois, but excluding all office
clerical employees, temporary service employees,
lumpers, truck drivers, supervisors, managerial em­
ployees, professional employees, confidential employ­
ees, and guards as defined in the Act.
WE WILL reinstate the contract proposal made on or
about April 8, 1999, and, should the United Steelworkers
of America, AFL–CIO–CLC, accept that proposal, WE
WILL give the collective-bargaining agreement retroac­
tive effect with a commencement date of May 1, 1999.
WE WILL rescind the antiharassment policy imple­
mented in September 1998, reinstate the previous policy,
retract any discipline issued to our employees pursuant to
the September 1998 policy, and make our employees
whole for any losses they incurred as a result of the Sep­
tember 1998 policy, with interest.
BRIDGESTONE/FIRESTONE INC. (WOODRIDGE IL
DISTRIBUTION CENTER)
Mary F. Herman, Esq., for the General Counsel.

Brian Easley, Esq. of Chicago, Illinois, for the Respondent.

Stephanie Brinkerhoff, Esq., of Geary, Indiana, for the Charg­

ing Party.
DECISION
STATEMENT OF THE CASE
JAMES L. ROSE, Administrative Law Judge. This matter was
tried before me at Chicago, Illinois, on October 12 and 13,
1999, upon the General Counsel’s complaint which alleged that
in several respects the Respondent violated Section 8(a)(5) of
the National Labor Relations Act.
The Respondent generally denied that it committed any vio­
lations of the Act and affirmatively contends that certain allega­
tions of the complaint should be dismissed as being barred by a
settlement agreement in Case 13–CA–36834 with which it fully
complied, and that it appropriately withdrew recognition from
the Union based on petitions signed by a majority of its unit
employees.
On the record as a whole, including my observation of the
witnesses, briefs, and arguments of counsel, I hereby make the
following findings of fact, conclusions of law, and recom­
mended Order.
I. JURISDICTION
The Respondent is a Delaware corporation engaged in the re-
tail sale of automobile tires and related services with a facility
in Woodridge, Illinois, the only facility here involved. In the
course and conduct of this business, the Respondent annually
derives gross revenues in excess of $500,000 and annually
purchases and receives at its Woodridge facility goods valued
in excess of $50,000 directly from points outside the State of
Illinois. I therefore conclude that the Respondent is an em­
ployer engaged in interstate commerce within the meaning of
Sections 2(2), (6), and (7) of the Act.
II. THE LABOR ORGANIZATI ON INVOLVED
United Steelworkers of America, AFL–CIO–CLC (the Un­
ion) is admitted to be, and I find is, a labor organization within
the meaning of Section 2(5) of the Act.
III. THE ALLEGED UNFAIR L ABOR PRACTICES
A. The Facts
The Union was certified as the exclusive collective-
bargaining representative of the Respondent’s Woodridge em­
ployees on December 7, 1997.1 On February 4, 1998,2 the Un­
ion filed a charge in Case 13–CA–36834 alleging certain viola­
tions of the Act, including the Respondent’s refusal to bargain.
The parties exchanged correspondence and then held their first
negotiation session on March 18. To September 17, the parties
held 12 negotiation sessions, the Respondent submitted eight
counter proposals, and the parties reached tentative agreement
on numerous issues.
On October 19, the Regional Director approved the settle­
ment agreement in Case 13–CA–36834. Among other things,
that settlement agreement required the Respondent to bargain
with the Union on request “for at least 6 months from the date
the Employer resumes bargaining with the Union as if the ini­
tial year of certification had not expired.” The next negotiation
session following approval of the settlement agreement was on
December 11.
On April 14, 1999, distribution center manager Ken
Kirkpatrick wrote Craig Langele, the Union’s principal repre­
sentative, to the effect that he had received a petition from a
majority of the unit employees who were requesting “Decertifi­
cation of [the] Steelworkers Union.” Therefore the Respondent
revoked its last proposal and stated that it would no longer bar-
gain with the Union. This refusal to continue bargaining with
the Union was reaffirmed by Kirkpatrick in a letter to Langele
dated July 2, 1999, at which time he also stated that the Re­
spondent was withdrawing recognition, based on receiving a
second petition signed by a majority of unit employees.
It is alleged that the Respondent’s conduct breached the set­
tlement agreement and violated Section 8(a)(5) of the Act. The
Respondent argues that a meeting Kirkpatrick had with stew­
ards on October 9, to discuss certain working conditions started
the period set forth in the settlement agreement, therefore it did
bargain for 6 months as required. Then, when presented with a
petition signed by a majority of employees, it had a good faith
doubt of the Union’s continued status as the representative of
those employees, and since the 6-month period had expired, it
lawfully suspended bargaining.
1 The appropriate unit within the meaning of Section 9(b) is: All full-
time and regular part -time material handlers and material handler lead
persons, employed by the Employer (presently) located at 2100 Interna­
tional Parkway, Woodridge, Illinois, but excluding all office clerical
employees, temporary service employees, lumpers, truck drivers, su­
pervisors, managerial employees, professional employees, confidential
employees and guards as defined in the Act.
2All dates are in 1998, unless otherwise indicated.
138 DECISIONS OF THE NATIONAL LABOR RELATIONS BOARD
The complaint also alleges that on September 10, the Re­
spondent unilaterally instituted and has since utilized “Selector
Trainee Review and Selector Trainee Checklist” forms to
evaluate probationary employees; instituted a new sexual har­
assment policy in September; and, since September 11 unilater­
ally change the probationary period for new employees from 90
working days to 180 calendar days.
B. Analysis and Concluding Findings
1. Breach of the settlement agreement and withdrawal of
recognition
Prior to entering into the settlement agreement, the parties
had last met for collective-bargaining negotiations on Septem­
ber 17. They resumed negotiations on December 11. Thereaf­
ter, the Union stated that it would submit the Respondent’s last
(and 15th) proposal to its membership and requested 50 copies.
Prior to receiving such copies and before any ratification vote
was taken, the Respondent received the first petition from em­
ployees. On April 14, Kirkpatrick wrote the Union that based
on the belief that the Union no longer represented a majority of
employees, the Respondent was withdrawing its proposal and
would discontinue bargaining. This act is alleged to be viola­
tive of the settlement agreement since it occurred within 6
months of October 19, and to constitute a refusal to bargain.
The Respondent argues that the day after it executed the set­
tlement agreement on October 8, Kirkpatrick met with stewards
to discuss grievances and that this was bargaining within the
meaning of the settlement agreement. Thus its announced re­
fusal to continue to negotiate with the Union on April 14, was
more than 6 months after it agreed to the Union’s request to
bargain. I reject this argument.
Although meeting to discuss grievances is within the scope
of an employer’s duty to bargain, I conclude that the phrase in
the settlement agreement “WE WILL upon request, bargain
with the Union” refers to negotiations for a collective-
bargaining agreement. From the following language in the
settlement agreement, it is clear that the intent was to extend
the certification year. The agreement provides that the Re­
spondent will bargain “for at least six months from the date the
employer resumes bargaining with the Union as if the initial
year of certification had not expired and embody any under-
standing reached in a written agreement.” Therefore, meeting
with stewards to discuss grievances would not start the 6-month
period set forth in the agreement.
The certification year is meant to give some stability to col­
lective-bargaining relationships and to provide a reasonable
period within which the parties can negotiate a contract free of
questions about the union’s status as the representative of em­
ployees in the bargaining unit. The certification year deals with
negotiations for a contract, and not with other possible aspects
of an employer’s duties under Section 8(d). By requiring the
parties to “embody any understanding reached in a written
agreement,” the settlement agreement language extending the
certification year clearly meant to deal with contract negotia­
tions.
But regardless of whether meeting to discuss grievances is
bargaining within the meaning of the settlement agreement, by
the terms of the agreement, the period did not begin to run until
it was approved by the Regional Director. This did not occur
until October 19. The 6-month period in the agreement would
therefore begin when after that date the Respondent com­
menced bargaining. That was on December 11; but even if it
could be found earlier based on discussions with the stewards,
the Respondent did not bargain for 6 months after October
19—that is, for the agreed-to extension of the certification year.
The Respondent thereby breached the settlement agreement and
violated Section 8(a)(5) of the Act.
Since the terms of the settlement agreement provide for a 6-
month extension of the certification year, the rules concerning
withdrawal of recognition during the certification year apply.
In order to provide a reasonable time during which the parties
can negotiate free of other influences, the Board has adopted an
unrebuttable presumption that a union’s majority status contin­
ues during the entire certification year. This policy is applica­
ble to a bargaining provision in a settlement agreement. E.g.,
Poole Foundry & Machine Co., 95 NLRB 34 (1951), enfd. 192
F.2d 740 (4th Cir. 1951), cert. denied 342 U.S. 954 (1952).
Thus, even a petition from a majority of employees purporting
to reject the Union as their bargaining representative would not
suffice to allow the Respondent to cease bargaining or with-
draw recognition within that period.
The Respondent further argues that while it suspended bar-
gaining on April 14, based on the employee petition, it did not
withdraw recognition nor did the Union request further bargain­
ing. I conclude that the Respondent’s action on April 14 was a
complete repudiation of the Union as the employees’ bargain­
ing representative and that the Union was not required to do a
futile act, such as making a request to resume bargaining. By
ceasing to bargain with the Union, the Respondent not only
breached the settlement agreement but unlawfully withdrew
recognition in violation of Section 8(a)(5) of the Act on April
14, 1999, which was reaffirmed by letter of July 2, 1999.
2. Alleged unilateral changes
In the amended complaint it is alleged that the Respondent
(a) since September 10 instituted and has utilized a selector
trainee review and selector trainee checklist, (b) in September
instituted a new sexual harassment policy, and (c) on Septem­
ber 11, changed the probationary period from 90 working days
to 180 calendar days.
The Respondent moved to dismiss the allegations of unilat­
eral changes on grounds that these events took place prior to
execution of the settlement agreement and are thereby barred
by operation of that agreement, citing Hollywood Roosevelt
Hotel Co., 235 NLRB 1397 (1978).
The Board has recently limited application of Hollywood
Roosevelt Hotel, and held that its bar of subsequent litigation
does not apply if such was specifically reserved from the set­
tlement by the parties. Outdoor Venture Corp., 327 NLRB 706
(1999). Here the “Scope of the Agreement” clause is identical
to the one in Outdoor Venture with the addition that this case is
specifically excluded from operation of the agreement.
I therefore conclude the settlement agreement in Case 13–
CA–36834 does not bar litigation of the issues in paragraph VI
of the complaint.
BRIDGESTONE/FIRESTONE, INC. 139
a. Selector trainee review and selector trainee checklist
No doubt the selector trainee review and selector trainee
checklist forms first came into being in September following a
meeting between members of management and union represen­
tatives, including stewards and Langele. The purpose of this
meeting was to discuss the discharge of a probationary em­
ployee.
Kirkpatrick testified that the forms were created following
this meeting after Langele said the Respondent ought to have
some kind of a form to evaluate probationary employees so
they would know what to expect. Langele denied making such
a statement, which denial is supported by former employee and
steward John Lipjak.
The parties do agree that after this meeting the Respondent
created the forms and began using them. Although the com­
pleted forms were shown to union representatives, to create and
use them was not a subject of bargaining. At best, if
Kirkpatrick is credited, union representatives told him that
some kind of a form would be a good idea. Such does not
amount to the union’s participation. I conclude that in fact the
forms were created and implemented unilaterally. The issue is
whether such is a violation of the Respondent’s duty to bargain.
I conclude not.
It is clear that the Respondent has the right to evaluate proba­
tionary employees. And the Respondent has always done so.
Indeed, the individual who was discharged and about whose
situation the parties met, was evaluated. There is no question
the Respondent had the authority to do so. The only question at
the meeting between management and union officials con­
cerned whether the facts—that is, management’s evaluation—
were sufficient to justify discharge. (Following the meeting the
individual was offered his job back, but he declined.)
There is no indication in the record that these evaluation
forms in any way changed the criteria by which probationary
employees were to be evaluated. Certainly the standards which
an employee must meet are a condition of employment; but
these forms are simply an aid for management. The forms are
not themselves a condition of employment. E.g., The Trading
Port, Inc., 224 NLRB 980 (1976). I therefore conclude that to
create such evaluation forms was not a mandatory subject of
bargaining and that the Respondent did not violate Section
8(a)(5) by creating them. I shall recommend that paragraph VI
(a) be dismissed.
b. New sexual harassment policy
It is alleged that in September the Respondent unilaterally
implemented a new sexual harassment policy. The old policy
was entitled: POLICY AGAINST SEXUAL HARASSMENT.
The new one is entitled: BRIDGESTONE/FIRESTONE, INC.
POLICY AGAINST HARASSMENT. The new policy was
posted on the company bulletin board in September. Although
General Counsel witnesses testified that there had been no such
policy posted prior to September, I credit the Respondent’s
witnesses that in fact it has for some years had a policy against
sexual harassment. However, it is also clear that the policy
posted in September differs from the previous one with the
addition of the following paragraph:
Other Harassment: This policy also prohibits unwelcome and
offensive conduct or materials that pertain to race, color, na­
tional origin, religion, age or disability. Some examples in­
clude: racial or ethnic jokes or comments; disparaging re-
marks about a person’s age, religion or disability; the posses­
sion or display of materials that mock or show disrespect for a
particular race, religion, ethnic group, age group or disability.
Inasmuch as this is a Company policy the breach of which
could lead to discipline or discharge, it necessarily is a term or
condition of employment. I therefore conclude that the Re­
spondent’s unilateral change in the harassment policy, however
appropriate it might be, was a material and significant change
in working conditions and it thereby violated Section 8(a)(5) of
the Act. E.g., NLRB v. Roll & Hold Warehouse & Distribution
Corp., 162 F.3d 513 (7th Cir. 1998).
c. The probationary period
It is alleged that on or about September 11, the Respondent
unilaterally changed the probationary period for employees to
180 calendar days from 90 working days. The Respondent
argues that the probationary period has always been 180 days,
and offered its personnel guidelines in support. By contrast, the
General Counsel offered no competent evidence that the proba­
tionary period was ever 90 working days.
The General Counsel did offer a Company memorandum en-
titled “Compensation Program for Chicago-Area Warehous­
ing,” which lists rates of pay for various lengths of service be-
ginning with a starting rate followed by rates “after 4-month
probationary period,” after 8 months, after 12 months, after 24
months, and after 36 months.
Counsel for the General Counsel argues that “90 working
days, your honor, I would say, is about four months” and there-
fore this document proves that the Respondent had a 90-day
probationary period. I reject this argument. It is clear that this
document deals with pay rates, which even Langele agreed is
different from a probationary period. It might be some proof
that the Respondent had a 4-month probationary period (120 to
122 days), but no one makes this contention. I do not accept as
proof that the period was 90 days evidence from which it can
be argued that it was “about” 90 working days.
According to Liptak, at the April 27 meeting the Union pro-
posed 90 days, on grounds this is what he believed it had al­
ways been. The Respondent countered saying the period had
always been 180 days. By June or July, according to Liptak,
the parties agreed to 100 days. Other than Liptak’s belief, there
is no evidence the period had ever been anything other than 180
days. Indeed, the only objective evidence is the Respondent’s
personnel guidelines which in several places gives the proba­
tionary period as 180 days.
But even if there had been a 90-day period prior to the be-
ginning of negotiations, there is no competent evidence that the
Respondent did anything on or about September 11, which
would suggest that a new period was being implemented. In
June or July, the parties did tentatively agree to 100 days, but
there is not evidence that such was ever implemented. The
only evidence offered concerning the probationary period in
September was one unreliable and inadmissible hearsay asser­
tion, which I rejected. I therefore conclude that the General
140 DECISIONS OF THE NATIONAL LABOR RELATIONS BOARD
Counsel did not prove the Respondent made a unilateral change
in violation of the Act.
IV. REMEDY
Having concluded that the Respondent violated its bargain­
ing duty in certain respects, I shall recommend that it cease and
desist such activity and affirmatively recognize and bargain
with the Union as the representative of its employees in the
above-described unit, and if an agreement is reached, embody
such in a written, signed contract. A new certification year will
commence when the Respondent enters into negotiations with
the Union.
[Recommended Order omitted from publication.]