Collins Radio Co.

National Labor Relations Board - Board Decisions

Mar 4, 1954

107 N.L.R.B. 1484 (N.L.R.B. 1954)

1484 DECISIONS OF NATIONAL LABOR RELATIONS BOARD
3. By such discrimination and by otherwise interfering with, restraining, and coercing
its employees in the exercise of the rights guaranteed to them in Section 7 of the Act, the
Respondent, Price Electric Corporation, has engaged in and is engaging in unfair labor
practices within the meaning of Section 8 (a) (1), of the Act.
4 The aforesaid unfair labor practices are unfair labor practices affecting commerce
within the meaning of Section 2, (6) and (7) of the Act.
[Recommendations omitted from publication ]
APPENDIX
NOTICE TO ALL EMPLOYEES
Pursuant to the recommendations of a Trial Examiner of the National Labor Relations
Board , and in order to effectuate the policies of the National Labor Relations Act, we hereby
notify our employees that:
WE WILL NOT discourage membership in International Brotherhood of Electrical
Workers, AFL, or discourage activity in support of that organization , or any other
labor organization , or discourage any employee from exercising the right secured
to him under the National Labor Relations Act by means of discrirmnatory discharge
or discriminating in any manner in regard to hire or tenure of employment, or any
term or condition of employment.
WE WILL NOT in any manner interfere with, restrain , or coerce our employees
in the exercise of the right to self - organization , to form labor organizations, to join
or assist International Brotherhood of Electrical Workers , AFL, or any other labor
organization , to bargain collectively through representatives of their choosing, and
to engage in collective bargaining or other mutual aid or protection , or to refrain from
any and all such activities except to the extent that such right may be affected by an
agreement requiring membership in a labor organization as a condition of employment.
as authorized in Section 8 (a) (3) of the Act, as guaranteed in Section 7 thereof.
WE WILL offer Frances Elaine Jianeeny immediate and full reinstatement to her
former position and make her whole for any loss of pay suffered.
PRICE ELECTRIC CORPORATION,
Employer.
Dated .... .......... By.......................................................................................
(Representative) (Title)
This notice must remain posted for 60 days from the date hereof, and must not be altered,
defaced, or covered by any other material.
COLLINS RADIO COMPANY, WESTERN DIVISION and INTER-
NATIONAL • ASSOCIATION OF MACHINISTS, FOR AND
BEHALF OF DISTRICT NO. 727, LOCAL 1600, Petitioner.
Case No. 21-RC-3420. March 4, 1954
DECISION AND ORDER
Upon a petitio i! duly filed under Section 9 (c) of the National
Labor Relations Act, a hearing was held before Max Steinfeld,
hearing officer 1 The hearing officer ' s rulings made at the
'At the hearing, the petition was amended to show the correct name of the Employer.
107 NLRB No. 302.
COLLINS RADIO COMPANY, WESTERN DIVISION 1485
hearing are free from prejudicial error and are hereby
affirmed?
Upon the entire record in this case , the Board finds:
1. The r;mployer is engaged in commerce withinthe meaning
of the Act.
2. The labor organizations involved claims to represent
employees of the Employer.
3. No question affecting commerce exists concerning the
representation of employees of the Employer within the meaning
of Section 9 (c) (1) and Section 2 (6) and (7) of the Act, for the
following reasons:
The Petitioner seeks to sever from the existing production
and maintenance unit , a unit of all modelmakers and mechanics
working in the Employer's model shop, excluding production
and maintenance employees , tool crib attendants , professional,
office, and clerical employees , guards, and supervisors. The
Employer and the Intervenor urge that the requested unit is
inappropriate , contending that the employees sought to be
severed from the production and maintenance unit are not
skilled craftsmen.
The employees sought by the Petitioner work in a model
shop under the separate supervision of the model shop fore-
man.3 Although all 13 employees are classified as model
mechanics , the employees are divided into 2 groups , 1 group
of 6 employees doing only sheet metal work, and another
group of 7 employees doing only machine work . The machinists
operate lathes , mills, grinders , drill presses, and boring
equipment . The model shop employees fabricate , from prints
sent to the model shop by the engineering department , separate
parts for models. There is a separate print for each part, and
prints for machine parts and prints for hseet metal part-s are
segregated by the model shop foreman before they are assigned
to the employees for fabrication . After the parts are completed
in the model shop, they are sent to the engineering department
for assembly and wiring . No machining operations are done in
the production department ; all are done in the model shop.
Employer benefits , such as vacations and insurance, are
uniform for all employees at the plant. There is a system o,'
plantwide seniority at the plant, and in the event of a layoff
in the model shop, a model shop employee being laid off has
the right to bump into any other job in the production and
maintenance unit, provided he can pass the test for that
particular job, and has more plantwide seniority than the
person he is bumping.
ZLocal Union No. 1710 , International Brotherhood of Electrical Workers , AFL, herein
called the Intervenor , was permitted to intervene on the basis of a current contract with
the Employer.
The model shop foreman also supervises the tool crib employees located in the model
shop, and a production employee only at such times as she comes into the model shop to
operate a punch press.
337593 0 - 5 5 - 95
1486 DECISIONS OF NATIONAL LABOR RELATIONS BOARD
The record contains no evidence as to the experience, duties,
or skills of the employees doing sheet metal work. The record
shows -that some of the employees doing machine work were
experienced machinists when they were hired, but it does not
show what experience the Employer requires of machinists
other than that they pass a test for the classification at which
they are hired. The record is silent as to the training of the
other machinists, but indicates that all do the same work within
their respective classifications.
The Employer has no apprenticeship program at the plant.
It fills vacancies in the model shop by hiring from outside the
plant, or by transferring employees from production or main-
tenance departments. Employees who transfer to the model shop
from production or maintenance departments must pass a test
on either sheet metal or machine work in order to do so. The
line of promotion is from model mechanic C to B, and employees
must pass a test before being promoted to a higher grade. The
Employer does not give a test for the A classification, and no
employees are so classified.
It is clear from the present record that the employees
sought by the Petitioner are not modelmakers, but constitute
a heterogeneous group of employees, lacking a sufficient
community of interest to warrant their severance in a single
unit. Accordingly, without regard to the degree of skill of the
various employees involved, we find that the proposed unit is
inappropriate. We shall, therefore, dismiss the petition.
[The Board dismissed the petition.]
Member Beeson took no part in the consideration of the above
Decision and Order.
NATIONAL CARBON COMPANY, A DIVISION OF UNION
CARBIDE AND CARBON CORPORATION (EDGEWATER
WORKS) and UNITED GAS, COKE AND CHEMICAL WORKERS
OF AMERICA, CIO, Petitioner. Case No. 8-RC-2088. March
4, 1954
DECISION AND DIRECTION OF ELECTION
Upon a petition duly filed under Section 9 (c) of the National
Labor Relations Act, a hearing was held before Henry G.
Gieser, hearing officer. The hearing officer's rulings made
at the hearing are free from prejudicial error and are hereby
affirmed.
Upon the entire record in this case , the Board finds:
1. The Employer is engaged in commerce within the meaning
of the Act.
2. The labor organization involved claims to represent
certain employees of the Employer.
3. A question affecting commerce exists concerning the
representation of employees of the Employer within the
107 NLRB No. 300.