Nathan Littauer Hospital Assn.

National Labor Relations Board - Board Decisions

Jun 2, 1977

229 N.L.R.B. 1122 (N.L.R.B. 1977)

DECISIONS OF NATIONAL LABOR RELATIONS BOARD
Nathan Littauer Hospital Association and The New
York State Nurses Association
Gloversville Extended Care and Nursing Home
Company and The New York State Nurses
Association. Cases 3-CA-6581 and 3-CA-6582
June 2, 1977
DECISION AND ORDER
BY CHAIRMAN FANNING AND MEMBERS
PENELLO AND WALTHER
On February 15, 1977, Administrative Law Judge
Josephine H. Klein issued the attached Decision in
this proceeding. Thereafter, Respondents filed excep-
tions and a supporting brief, and the Charging Party
filed an answering brief to Respondents' exceptions,
opposing same.
Pursuant to the provisions of Section 3(b) of the
National Labor Relations Act, as amended, the
National Labor Relations Board has delegated its
authority in this proceeding to a three-member panel.
The Board has considered the record and the
attached Decision in light of the exceptions and
briefs and has decided to affirm the rulings, find-
ings, 2 and conclusions of the Administrative Law
Judge and to adopt her recommended Order,
although we do not wholly adopt her reasons
therefor.
In agreeing with the Administrative Law Judge
that Respondents' action violated Section 8(a)(5) and
(1) of the Act, we find it unnecessary to consider or
rely on any distinction which may be drawn between
professional and nonprofessional employees. Nor
need we pass upon whether or not Respondents'
registered nurses qualify as exempt employees under
the Fair Labor Standards Act. Instead, we predicate
our Decision upon the fact that Respondents
promulgated and implemented a new requirement
governing the recording of time and established rules
and disciplinary provisions designed to enforce said
requirement, without bargaining with the Union. In
the circumstances of this case, Respondents' conduct
amounted to a refusal to bargain about material,
substantial, and significant changes in rules and
practices which vitally affected employment condi-
tions and employee tenure. See Murphy Diesel
Company, 184 NLRB 757 (1970).
ORDER
Pursuant to Section 10(c) of the National Labor
Relations Act, as amended, the National Labor
Relations Board adopts as its Order the recommend-
ed Order of the Administrative Law Judge and
hereby orders that the Respondents, Nathan Littauer
229 NLRB No. 166
Hospital Association and Gloversville Extended
Care and Nursing Home Company, Gloversville,
New York, their officers, agents, successors, and
assigns, shall take the action set forth i:l the said
recommended Order.
I Respondents' request for oral argument is hereby denied as the entire
record in this proceeding, including the exceptions and briefs, adequately
presents the issues and positions of the parties.
2 These findings are based, in part, upon credibility determinations of the
Administrative Law Judge to which Respondents have constructively
excepted. After careful review of the record, we conclude that these
credibility findings are not contrary to the clear preponderance of all the
relevant evidence. Accordingly, we find no basis for disturbing these
findings. Standard Dry Wall Products, Inc.. 91 NLRB 544 (1950). enfd. 188
F.2d 362 (C.A. 3, 1951).
DECISION
JOSEPHINE H. KLEIN, Administrative Law Judge: Pursu-
ant to charges filed on June 3, 1976,1 and amended on June
10, by the New York State Nurses Association, a
consolidated complaint was issued on October 20 against
Nathan Littauer Hospital Association and Gloversville
Extended Care and Nursing Home Company, alleging that
the Respondents violated Section 8(a)(5) and (1) of the
Act 2 since on or about May 19 by instituting and
thereafter maintaining a requirement that registered nurses
employed by Respondents record their hours of work by
use of a timeclock, without bargaining about such
requirement with the registered nurses' collective-bargain-
ing agent.
Pursuant to due notice, the case was heard before me in
Albany, New York, on January 3, 1977. All parties were
represented by counsel and were afforded full opportunity
to present written and oral evidence and to examine and
cross-examine witnesses. The parties waived oral argument
and on January 24, 1977, briefs were filed on behalf of the
General Counsel, the Charging Party, and the Respon-
dents.
Upon the entire record, 3 together with careful observa-
tion of the witnesses and consideration of the briefs, I make
the following:
FINDINGS OF FACT
I. PRELIMINARY FINDINGS
1. Respondent Nathan Littauer Hospital Association
(the Hospital), a New York nonprofit corporation, is
engaged in the operation of a hospital in Gloversville, New
York. During the past year, a representative period, it
derived gross revenues in excess of $500,000 and in the
course and conduct of its business operations it purchased,
transferred, and delivered to its Gloversville, New York,
facility goods and services valued in excess of $50,000
which were transported to said facility directly from points
outside the State of New York.
2. Respondent Gloversville Extended Care and Nurs-
ing Home Company (the Home), a New York nonprofit
Except as otherwise indicated, all dates herein are in 1976.
2 National Labor Relations Act, as amended, 29 U.S.C. § 151, et seq.
3 As amended by a corrective order issued herewith. The order corrects
those errors in the transcnpt which may affect the substantive meaning.
1122
NATHAN LITTAUER HOSPITAL ASSN.
corporation, operates a combination nursing home and
extended care facility in Gloversville, New York. During
the past year, a representative period, it derived from its
operations gross revenues in excess of $500,000, of which
goods and materials valued in excess of $5,000 were
transported to and received by said facility from other
enterprises located in New York State, which enterprises
had received the said goods and services directly from
points outside New York State.
3. Respondents are, and have been at all times material
herein, employers engaged in commerce within the mean-
ing of Section 2(2), (6), and (7) of the Act.
4. The New York State Nurses Association (the Union)
is, and has been at all times material herein, a labor
organization within the meaning of Section 2(5) of the Act.
II. THE UNFAIR LABOR PRACTICES
A. Facts
Registered nurses employed by Respondents are repre-
sented by the Union pursuant to certifications issued on
March 10. Collective-bargaining negotiations are now in
process, but to date no final agreement has been reached
on contracts.
On May 18, the Union, having learned that Respondents
intended to require their registered nurses to punch
timeclocks upon arrival at and departure from work, wrote
to Respondents protesting "such unilateral action" and
claiming that the "matter is subject to negotiations." On
May 20 Drew J. Thomas, Respondents' executive director,
replied, maintaining that the matter "is a management
prerogative and is not a subject of collective bargaining."
Thomas' letter further said that the "proper recording of
hours worked is essential to the computation of the straight
and overtime pay of all employees of the hospital" and that
"the use of timeclocks will effectuate compliance with ...
the requirements of applicable statutes." On the same day
Thomas addressed a letter to each employee concerning
the mandatory use of the timeclocks, which was to be
effective the following week. In that letter of notification
there was a group of questions and answers, including the
following:
Question - I usually arrive early. Do I have to wait
to punch in? Answer - Sorry, no overtime can be paid
for early punching-in (unless your supervisor has
arranged an early hour for hospital reasons). It is best
not to punch in more then 15 minutes before your
hours of work start.
Question - If I want to use my half-hour lunch
period to put my check in the bank, my I? Answer -
Yes you may. HOWEVER, it is best for you to tell your
supervisor that you intend to do this before you leave.
You must punch out before leaving the building for any
reason and punch-in when you return.
4 Respondents' brief refers to "the two new timeclocks." However, it
appears that an additional one was also installed in the Home, bnnging the
total to four.
* *
Question - Can someone punch-in for me? Answer
- No, this is a serious mistake that could subject you
and the person punching your card to dismissal.
Question - If the line is long at the time clock, will I
be docked if I am held up past the start of the shift?
Answer - If this is the case, you will not be docked if it
is less than 5 minutes; but, if it is a habit, you may be
docked if warned about it by your supervisor.
It is admitted that Respondents have consistently
rejected the Union's requests that the use of timeclocks by
registered nurses be a subject for negotiation.
Before the May notice, there had been one timeclock at
the facilities and some employees had been required to use
it. In May, however, additional timeclocks were installed 4
and the great majority of employees were brought under
the timeclock requirement. As of the time of the hearing,
office clerical and administrative employees and some
department secretaries, all unrepresented, were not on the
clock. Marie-Celeste Ruberti, the Hospital's director of
personnel relations, testified that it is anticipated that the
office clericals will be put on the clock when mechanical
logistic problems are solved. Apparently, administrative
employees, along with management and supervisory
personnel, are to remain exempt from the requirement.
Before June 1976 no registered nurses were required to
punch timeclocks. Part-time registered nurses were re-
quired to manually sign in and out on a form maintained
for that purpose. Full-time registered nurses, however, were
not routinely required to sign in or out. Full-time registered
nurses signed out only when they worked beyond the ends
of their shifts and they would be entitled to overtime pay
for work in excess of 40 hours in a week. It appears that
they received overtime compensation only if they signed
out and the extra time was approved by the supervisor or
head nurse. In all other instances the hours of full-time
registered nurses were verified only by visual observation
by the supervisor or head nurse, if there was one. Major
reliance was placed on the "integrity" of the nurses
themselves. As Martha King, director of nursing services,
testified:
The only control was on units where the head nurse
would see or somebody would see they weren't there or
they were late.... We were hopeful that they were
doing the right thing, coming in on time and leaving on
time ... the head nurse on the unit or the charge nurse
on the unit was supposed to put down when [a nurse]
was late or left early on the time slip. .... We would
hope that the integrity of the employees themselves to
say when they came in.
The facilities operate on three shifts: 7 am. to 3:30 p.m.;
3 to 11:30 p.m.; and 11 p.m. to 7 a.m. Because there is no
overlap of shifts in the morning, it is customary for nurses
on the morning shift to arrive at work around 15 minutes
before 7 a.m. in order to receive from the departing night
shift reports concerning special problems and needs. A
1123
DECISIONS OF NATIONAL LABOR RELATIONS BOARD
nursing policy manual (which was not introduced into
evidence) requires that registered nurses be at their work
stations 10 minutes before the start of their shifts. 5 The
nurses generally refer to their compliance with that policy
as "professional courtesy." They have not usually been
paid for the time so spent.
In the current negotiations for an initial contract,
Respondents propose a change in shift hours, presumably
to solve the conflict by providing an overlap of one-half
hour between the night and morning shifts. The proposed
change would extend the night shift by one-half hour with
a meal break added, and change the starting and ending
hours of all shifts. 6
The timeclock to be used by the registered nurses was
placed inside the employee entrance to the hospital, on the
ground (or basement) floor.' Employee lockers are also on
the ground floor. The nurses' room, where nurses sign out
for overtime, is on the main (or first) floor. According to
Nurse Cynthia Morey, a nurse arriving early for "profes-
sional courtesy" would have to arrive earlier than before
the timeclock was installed. This resulted, she said, in the
following manner: She (or he) would arrive at the hospital,
go to the locker, proceed to the work station to receive a
report from the departing night shift, and then go
downstairs again to punch in on the basement floor. Morey
said that that procedure was necessitated by the statement
in the timeclock announcement that employees should not
clock in early. However, as quoted above, the letter says
only that "[i]t is best not to punch in more than 15 minutes
before your hours of work start," and the evidence
indicates that 15 minutes is generally the maximum
amount of time consumed in getting reports. The policy
manual apparently prescribes only 10 minutes for that
purpose. Additionally, it appears that following the
procedure outlined by Morey would add only about a
minute or so, i.e., the time necessary to go down to the
basement, punch the clock, and return to the work station.
Martha King conceded that the prohibition of clocking in
early is inconsistent with the provision in the policy manual
calling for "professional courtesy." Nurse William Nor-
man, without contradiction, quoted Ruberti as having
made the same concession.
Morey referred to the location of the timeclock as one
matter to be discussed by the Union with Respondents. She
noted that some nurses who were driven to work enter the
hospital through the main door on the first floor, and
punching the timeclock would require them to make an
extra trip down to the basement to punch the clock.
However, it appears that they would have to go to the
basement in any event, since the lockers are located there.
Morey also conceded that arriving employees could be left
at the employee entrance, on the ground floor, without
entailing any additional driving or substantial inconve-
nience. Nurses who drive to work park in the employee
parking lot, which is outside the employee entrance on the
basement level.
I The testimony indicates that this policy applies to all shift changes,
including those at 3 and I I p.m., where there is a half-hour overlap.
s The morning shift would change from 7 a.m. to 3:30 p.m. to 6:45 a.m.
to 3:15 p.m.; the day shift from 3 to 11:30 p.m. to 2:45 to 11:15 p.m.; and
the night shift from I I p.m. to 7 a.m. to 10:45 p.m. to 7:15 a.m.
Morey also maintained that clocking out inconveniences
nurses who work beyond the end of their shifts. According
to her, in such cases, in order to receive overtime
compensation, the nurses would have to go down to the
basement to dress and punch out, and then go up to the
first-floor nurses' room to sign out. But there was no
credible evidence that nurses could not sign out immediate-
ly before going downstairs to change their clothes, punch
out, and depart through the employee door. That apparent-
ly is the procedure followed by Norman when he works
late.
On cross-examination of Norman, Respondents' counsel
adduced evidence that in 1971, as the result of a wage and
hour investigation, some employees had received backpay
for overtime. However, Norman also testified, without
contradiction, that no registered nurses had received
backpay at that time. Despite indications by Respondents'
counsel that the investigation had been conducted by the
Federal Government, Norman testified that, as far as he
knew, it had been made by the New York State Depart-
ment of Labor.
B. Discussion and Conclusions
The General Counsel and the Union maintain that the
requirement that nurses punch a timeclock constitutes such
a "radical change" as to constitute "a material, substantial
and significant change" in Respondents' existing rules and
practices within the holding in Murphy Diesel Company,
184 NLRB 757 (1970), enfd. 454 F.2d 303 (C.A. 7, 1971).
Respondents, on the other hand, contend that this case is
controlled by Rust Craft Broadcasting of New York, Inc.,
225 NLRB 327 (1976), in which it was held that an
employer did not violate Section 8(a)(5) of the Act by
unilaterally substituting a timeclock for its existing practice
of having employees sign in and out manually on
timecards.
As summarized above, the evidence does not establish
that the timeclock requirement causes any serious inconve-
nience to the registered nurses. Nor does it appear to
require any substantial or significant change in their
general modus operandi. But that observation does not end
the matter. The fact is that until the institution of
timeclocks the full-time registered nurses did not have to
record their time, except when claiming overtime compen-
sation, whereas now they must record their time, in
addition to signing out for overtime credit.
Respondents' contend that the timeclock requirement is
merely a "more efficient and dependable method of
enforcing its work place rules," within the scope of Rust
Craft Broadcasting; supra. However, as previously stated,
full-time registered nurses were not previously required to
record their time. Thus, the institution of timeclocks did
not merely substitute a mechanical for a manual method of
recording time, which was the situation in Rust Craft.
I Apparently, the operating room nurses use a clock just outside the
operating room. Presumably those working for the Home use the clock in
the Home or one located on the ground floor of the hospital near an
entrance to the Home.
1124
NATHAN LITTAUER HOSPITAL ASSN.
Registered nurses are professional employees under both
the National Labor Relations Act s and the Fair Labor
Standards Act.9 To professional employees, in whom trust
has been reposed, the withdrawal of such confidence would
necessarily constitute a substantial, if intangible, change
for the worse in working conditions. It is true that at one
point Nurse Morey indicated that the nurses did not object
to timeclocks as such.'? However, at other points it was
clear that there was considerable resentment about the
perceived decrease in dignity and respect. When asked to
sum up the difference between the nurses' situation before
and after institution of the timeclock requirement, Morey
answered:
I would say the only difference is that it feels as if we
have to explain every minute and why hadn't you
planned your work better and so on and so forth now,
where prior to the time clocks there didn't seem to be
that much of a problem.
Before they were required to record their time, the full-
time registered nurses willingly donated their "professional
courtesy." Indeed, they continued to do so after timeclocks
were installed, even though they believed that their arriving
early for that purpose was inconsistent with the new
timeclock rules. As Morey testified it is "traditional in all
hospitals" for reports to be given between shifts to cover
matters pertaining to patients which are not recorded on
their charts. But, as Morey also testified, "There's a
difference between giving professional courtesy and being
told that you must punch a machine at a certain time."
Respondents initially justified the requirement as neces-
sary to assure compliance with "applicable statutes."
Although not specified, the "applicable statutes" presum-
ably include minimum wage laws. While that consideration
may be valid as to some employees covered by the
timeclock requirement, it may be inapplicable to registered
nurses who, as noted above, are professional employees
and thus may be exempted from statutory wage regulation.
Although Respondents' brief apparently contends that the
requirement was dictated, at least in part, by a "Wage and
Hour Investigation which resulted in unpaid overtime
being discovered and paid," the evidence establishes that
the registered nurses were not included in the backpay.
Further, the investigation was conducted in 1971, approxi-
mately 5 years before the timeclock requirement was
imposed. In any event, the reasonableness of the require-
ment was a matter to be discussed with the Union.
It should further be noted that, under the rules appearing
in the question-and-answer portion of the announcement,
employees are to be docked for any tardiness in excess of 5
minutes and for lesser tardiness if it is habitual or if it arises
from any cause other than delay at the timeclock. The
record is barren of any evidence that registered nurses have
previously been docked for tardiness, early departure, or
absence. Indeed, it does not appear whether the registered
s Fairview Hospital, 174 NLRB 924, 930-931 (1969); Consolidated Vultee
Aircraft Corporation, Fort Worth Division, 108 NLRB 591, 592 (1954); Eljer
Co., 108 NLRB 1417, 1423(1954); Drexel Home, Inc., 182 NLRB 1045, 1048
(1970).
Principe v. Luberas, 71 F.Supp. 145 (D.P.R); Hofer v. Federal Cartridge
Corporation, 71 F.Supp. 243 (D.C. Minn.. 1947).
nurses were salaried or hourly paid. The absence of any
previous time-recording requirement strongly suggests that
registered nurses were not docked for tardiness. And there
was direct evidence that on occasion they were granted
permission to leave early without loss of pay. Thus, the new
requirement, with associated rules, may substantially affect
registered nurses' compensation.
It may be noted that, while the nurses may be docked
pay, they still are not compensated for "professional
courtesy." Apparently to solve the "professional courtesy"
problem, Respondents are now proposing a change in shift
hours. Thus, it appears that the timeclock requirement as
applied to registered nurses is intertwined with the question
of hours, which is clearly a matter for negotiation.
The present case, therefore, is clearly distinguishable
from Rust Craft, supra. First, the instant case involves
imposition of a time-recording requirement rather than
merely a change in the manner of recording time. Second,
the employees here involved are professional employees,
whereas, despite their titles, the technicians and engineers
involved in Rust Craft apparently were not professionals."
The General Counsel and Charging Party also note that in
Rust Craft there was a history of successive collective-
bargaining agreements, whereas in the present case there
has as yet been no contract. This difference might suggest
that the present Respondents may be taking retaliatory
action against the newly organized registered nurses
and/or establishing or demonstrating a predisposition to
resist amicable, good-faith bargaining. However, the
complaint makes no such allegation and the evidence
would not support any such finding.
It might be argued, in line with Rust Craft Broadcasting,
supra, that, as far as the part-time registered nurses are
concerned, the institution of the timeclock requirement was
merely a "change to a mechanical procedure for recording
time" and thus not a "material, substantial, and a
significant change from prior practice." However, even as
to the part-time nurses, there is no evidence that they have
previously been docked pay for tardiness or early depar-
ture. They, like the full-time nurses, are professional
employees, to whom the necessity of punching a timeclock
might be so abhorrent as to constitute a substantial adverse
working condition. In any event, since the part-time and
full-time registered nurses are in the same bargaining units,
and bargaining is required as to full-time nurses, it is
believed that the bargaining requirement should include
the part-time nurses as well. None of the parties has
suggested that different treatment should be afforded the
part-time and full-time nurses in this proceeding.
CONCLUSIONS OF LAW
1. Respondents are employers engaged in commerce
and the Union is a labor organization within the meaning
of the Act.
'0 Morey's testimony was: "We had some things that we saw that could
be straightened out then and there and we wanted to discuss these issues. I
don't ever remember at the bargaining table or any other time saying that
the nurses did not want these time clocks."
1 They were covered by the Fair Labor Standards Act. 225 NLRB 327,
328.
1125
DECISIONS OF NATIONAL LABOR RELATIONS BOARD
2. The Union is the statutory representative of all full-
time and part-time registered professional nurses employed
by Respondent Nathan Littauer Hospital Association and
of all full-time and part-time registered nurses employed by
Gloversville Extended Care and Nursing Home Company.
3. Since on or about May 19, 1976, Respondents have
violated Section 8(a)(5) and (1) of the Act by unilaterally
instituting and maintaining a rule requiring the employees
in the bargaining units specified above to record their
working time by use of timeclocks, and by refusing to
bargain concerning that requirement and associated rules,
disciplinary procedures, and penalties.
4. The aforesaid unfair labor practices are unfair labor
practices affecting commerce within the meaning of
Section 2(6) and (7) of the Act.
THE REMEDY
Having found that Respondents have engaged in certain
unfair labor practices, I shall recommend that they be
required to cease and desist therefrom and take certain
affirmative action designed to effectuate the policies of the
Act. Having found that Respondents violated Section
8(a)(5) and (1) of the Act by unilaterally promulgating and
implementing a requirement that registered nurses em-
ployed by them punch timeclocks upon arrival at and
departure from work, and rules and disciplinary provisions
associated with such requirement, I shall recommend that
Respondent be required to rescind and withdraw such
requirement and the rules and disciplinary provisions
devised to enforce it. The posting of appropriate notices
will also be required.
Upon the foregoing findings of fact, conclusions of law,
and the entire record herein, and pursuant to Section 10(c)
of the Act, I hereby issue the following recommended:
ORDER 12
The Respondents, Nathan Littauer Hospital Association
and Gloversville Extended Care and Nursing Home
Company, Gloversville, New York, their officers, agents,
successors, and assigns shall:
1. Cease and desist from:
(a) Revising, expanding, or promulgating, and thereafter
enforcing, rules or requirements governing the recording of
time worked by registered nurses employed by them.
(b) Refusing on request of The New York State Nurses
Association to discuss and negotiate with it about the
revision, expansion, promulgation, and enforcement of
rules or requirements governing the recording of time
worked by registered nurses employed by them.
(c) In any like or related manner interfering with,
restraining, or coercing employees in the exercise of their
bargaining rights.
2. Take the following affirmative action necessary to
effectuate the policies of the Act:
(a) Cancel and withdraw the letters dated May 20, 1976,
and signed by Drew J. Thomas, Executive Director, sent to
The New York State Nurses Association and to registered
nurses employed by Respondents.
(b) Upon request, bargain with The New York State
Nurses Association about the promulgation, content, and
enforcement of rules or requirements concerning the
recording of time worked by registered nurses employed by
Respondents, and if agreement is reached embody it in a
signed contract.
(c) Post at the premises of the Hospital and the Home
copies of the attached notices marked "Appendix A" 13 and
"Appendix B," 13 respectively. Copies of said notices, on
forms provided by the Regional Director for Region 3,
after being duly signed by the Respondents' authorized
representative, shall be posted by Respondents immediate-
ly upon receipt thereof, and be maintained by them for 60
consecutive days thereafter, in conspicuous places, includ-
ing all places where notices to employees are customarily
posted. Reasonable steps shall be taken by Respondents to
insure that said notices are not altered, defaced, or covered
by any other material.
(d) Notify the Regional Director for Region 3, in writing,
within 20 days from the date of this Order, what steps
Respondents has taken to comply herewith.
i2 In the event no exceptions are filed as provided by Sec. 102.46 of the
Rules and Regulations of the National Labor Relations Board, the findings,
conclusions, and recommended Order herein shall, as provided in Sec.
102.48 of the Rules and Regulations, be adopted by the Board and become
its findings, conclusions, and Order, and all objections thereto shall be
deemed waived for all purposes.
11 In the event the Board's Order is enforced by a Judgment of United
States Court of Appeals, the words in the notice reading "Posted by Order
of the National Labor Relations Board" shall read "Posted Pursuant to a
Judgment of the United States Court of Appeals Enforcing an Order of the
National Labor Relations Board."
APPENDIX A
NoncE To EMPLOYEES
POSTED BY ORDER OF THE
NATIONAL LABOR RELATIONS BOARD
An Agency of the United States Government
WE HAVE canceled and withdrawn our letters dated
May 20, 1976, concerning the use of timeclocks,
addressed to registered nurses employed by us and to
their representative, The New York State Nurses
Association.
WE WILL, upon request of The New York State
Nurses Association, bargain about the promulgation,
content, and enforcement of any new or revised
requirement or rule concerning the recording of time
worked by registered nurses employed by us.
WE WILL NOT adopt, promulgate, or enforce any new
or revised rule or requirement concerning the recording
of time worked by registered nurses employed by us
without first bargaining with The New York State
Nurses Association.
WE WILL NOT in any like or related manner interfere
with, restrain, or coerce employees in their right to
bargain collectively through their duly selected collec-
tive-bargaining representative.
NATHAN LITTAUER
HOSPITAL ASSOCIATION
1126
NATHAN LITTAUER HOSPITAL ASSN.
APPENDIX B
NOTICE To EMPLOYEES
POSTED BY ORDER OF THE
NATIONAL LABOR RELATIONS BOARD
An Agency of the United States Government
WE HAVE canceled and withdrawn our letters dated
May 20, 1976, concerning the use of timeclocks,
addressed to registered nurses employed by us and to
their representative, The New York State Nurses
Association.
WE WILL, upon request of The New York State
Nurses Association, bargain about the promulgation,
content, and enforcement of any new or revised
requirement or rule concerning the recording of time
worked by registered nurses employed by us.
WE WILL NOT adopt, promulgate, or enforce any new
or revised rule or requirement concerning the recording
of time worked by registered nurses employed by us
without first bargaining with The New York State
Nurses Association.
WE WILL NOT in any like or related manner interfere
with, restrain, or coerce employees in their right to
bargain collectively through their duly selected collec-
tive-bargaining representative.
GLOVERSVILLE EXTENDED
CARE AND NURSING HOME
COMPANY
1127