Proctor & Gamble Paper Products Co.

National Labor Relations Board - Board Decisions

Aug 25, 1980

251 N.L.R.B. 492 (N.L.R.B. 1980)

492 DECISIONS OF NATIONAL LABOR RELATIONS BOARD
Proctor and Gamble Paper Products Company, a Di-
vision of Proctor and Gamble Company and
Local 1, International Brotherhood of Electrical
Workers, AFL-CIO, Petitioner. Case 14-RC-
9037
August 25, 1980
DECISION ON REVIEW AND ORDER
BY CHAIRMAN FANNING AND MEMBERS
JENKINS AND PENELLO
On December 13, 1979, the Regional Director
for Region 14 issued a Decision and Direction of
Election (pertinent portions attached hereto as an
appendix) in the above-entitled proceeding, finding
appropriate the Petitioner's requested unit of all
electrical support technicians at the Employer's
Cape Girardeau, Missouri, facility. Thereafter, pur-
suant to Section 102.67 of the National Labor Rela-
tions Board Rules and Regulations, Series 8, as
amended, the Employer filed a timely request for
review of the Regional Director's decision con-
tending that, in finding the petitioned-for unit ap-
propriate, his decision is clearly erroneous on the
record and represents a departure from established
Board precedent.
By telegraphic order dated January 9, 1980, the
Board granted the Employer's request for review.
Pursuant to the Board's procedures, the election
was held as scheduled on January 10, 1980, and the
ballots were impounded pending the Board's deci-
sion on review. Thereafter, both the Employer and
the Petitioner filed, as their briefs on review, the
post-hearing briefs which they had previously filed
with the Regional Director.
Pursuant to the provisions of Section 3(b) of the
National Labor Relations Act, as amended, the Na-
tional Labor Relations Board has delegated its au-
thority in this proceeding to a three-member panel.
The Board has considered the entire record in
this case and makes the following findings:
The Employer is engaged in the manufacture,
distribution, and nonretail sale of two types of dis-
posable diapers, Pampers and Luvs, and a feminine
tampon called Rely at its plant in Cape Girardeau,
Missouri. The Employer's entire operation is
housed in a single building which is divided into
four main areas, warehousing and three production
modules. There are approximately 970 technicians'
employed at this facility of which approximately
190 are in the warehouse, 342 in the Pampers
module, 247 in Luvs, 145 in Rely, and 15 are serv-
ice and utility technicians. The remaining techni-
cians are the approximately 34 electrical support
I All of the Employer's hourly paid employees are classified as techlli-
cians and hence are analogous to production and maintenance employees.
251 NLRB No. 77
technicians of which 10 are assigned to the Rely
module and 12 each to the Pampers and Luvs mod-
ules. It is these 34 electrical support technicians
which the Petitioner seeks to represent in a sepa-
rate craft unit. In the alternative, the Petitioner
seeks a unit of all technicians who perform electri-
cal maintenance work. The Employer contends
that only an overall unit of all 970 technicians is
appropriate. There is no history of collective bar-
gaining at the Employer's facility involved herein.2
The Employer's production facility is a highly
integrated operation which runs continuously on a
three-shift schedule. Materials which are delivered
daily to the warehouse are transported by ware-
house technicians to various preparation areas
where production technicians place the material on
the proper production line. As the material is fed
into the equipment, it is automatically cut, folded,
and glued to produce a finished product. At the
end of the line, the finished goods are automatical-
ly packed in cartons for retail use. The cartons are
then sealed in shipping containers which are re-
turned to the warehouse where they are stored
until shipped. If a work stoppage occurs at any
point in the production process, it would adversely
affect the Employer's entire operation.
The primary responsibility of the technicians in
each of the three production modules is to operate
the production equipment and to maintain such
equipment both mechanically and electrically. Con-
sequently, approximately one-half of the Rely tech-
nicians and one-third of the Pampers technicians
have varying degrees of electrical skill and they
spend approximately 10 percent of their time per-
forming electrical maintenance and repair on the
equipment they operate along with those produc-
tion technicians who have no electrical skill. In so
doing, they are able to handle roughly 50 percent
of the electrical problems which occur on the
line. 3 The electrical work they perform requires
the use of basic electrical equipment and is largely
troubleshooting-monitoring circuits or electrical
I However, the record indicates that there is a collective-bargaining
history at two of the Employer's other plants wthere the established bar-
gaining unit includes the electrical support technicians in an overall pro-
duction and maintenance unit On the other hand, the Petitioner repre-
sents approximately 25 separate units of maintenance electricians in sar-
ious industries in Missouri.
' As of the date of the hearing, the Luvs module sas not fully oper-
ational and most of the Luvs production technicians were still being
trained. CotsequentlN, at present. 90()-95 percent of the electrical work
on the Luss line is pre-startup inspection" which is being performed by
a task force composed of the 12 electrical support technicians assigned to
the Luvs module and 10) production technicians When the orkload is
heavy, additional production technicians are assigned to participate i the
task force Nevertheless, approximately one-fourth of the Luvs echni-
cians already hase some electrical skills and the Employer expects that
number to increase when the line is in full operation since the Luvs
module has considerably more electrical ad electronic equipment than
the other production modules
PROCTOR AND GAMBILF PAPFR PRODUCTS COMPANY 493
switches, locating and installing limit switches,
making numerous electrical adjustments, and serv-
icing electrical motors.
However, when more difficult and complex elec-
trical problems are encountered, production techni-
cians call for the assistance of the electrical support
technicians assigned to each module. These techni-
cians are highly skilled and perform, almost exclu-
sively, electrical work throughout the production
plant. Their primary function is to maintain and
repair, in conjunction with the production techni-
cians, the electrical production equipment which
represents approximately 50 percent of their work-
load. However, they also perform project work
such as installing a new piece of equipment or
modifying existing equipment, maintain high volt-
age electrical substations, and train lesser skilled
support technicians as well as production techni-
cians. 4 Unlike other technicians, many of the elec-
trical support technicians have obtained certain
specialized skill levels by demonstrating a profi-
ciency in such areas as closed loop systems, pro-
grammable logic controllers, power distribution
and AC motor control systems, and instrumenta-
tion. Accordingly, they work with highly complex
electrical equipment not generally used by the
other tehnicians, i.e., oscilloscopes, digital volt-
meters, infrared viewers, function generators, ana-
lyzers, and conduit equipment. Much of this equip-
ment is kept locked in a shop to which only electri-
cal support technicians carry keys.5 Electrical sup-
port technicians also spend a considerable amount
of their time in the shop, repairing parts, training
other technicians, or using the unrestricted tele-
phone installed for their exclusive use in consulting
with outside vendors when problems arise with
production equipment which appear unsolvable.
Moreover, electrical support technicians are sepa-
rately supervised by their own team manager. 6
In addition to the production technicians who
perform electrical work, approximately 26 of the
some 190 warehouse technicians also have a vari-
ety of electrical skills. They spend approximately
one-third of their time performing electrical work
which includes maintaining electrically powered
lift trucks and conveyors as well as maintaining the
unit load form system that handles and stocks ship-
ping containers as they arrive at the warehouse.
Such work represents 95-100 percent of all of the
electrical maintenance work performed in the
4 The only electrical work which the Employer subcontracts out is re-
wiring motors and major construction.
5 When other technicians need to use the shop, which is infrequent,
they may obtain a key from the plant guard by signing out for it.
6 Although electrical support technicians may be directed by a produc-
tion manager as to job priority wshen they are working o the production
line, production managers do not supervise the actual performance of the
job or evaluate the work performed
warehouse. The electrical support technicans are
rarely, if ever, called on to assist with warehouse
electrical problems. Moreover, all 15 technicians
who comprise the Employer's utility and service
team perform electrical work. Along with their
general plant maintenance duties, 30-35 percent of
their duties constitute electrical work such as
troubleshooting all of the electric control systems
for utility equipment in order to keep the plant's
utilities in operation.
Despite the skilled work performed by the elec-
trical support technicians, there is no requirement
that they be journeymen electricians or that they
be licensed. Moreover, all technicians have substan-
tially the same work conditions and enjoy the same
fringe benefits. They are also all under the same
wage system which consists of nine wage rates
ranging from A to I with new employees being
hired at the A rate. Although each separate group
of technicians, including the electrical support
technicians, has its own separate criteria for deter-
mining advancement up the wage scale, the electri-
cal requirements for production, warehouse, and
utility technicians are identical to portions of the
electrical requirements for various skill levels appli-
cable to electrical support technicians. Also, even
the most difficult skill levels attainable by support
technicians are not exclusively electrical but con-
tain various administrative requirements as well,
such as maintaining accurate records, preparing
cost estimates for parts and communicating with
management, outside vendors, and other techni-
cians. Furthermore, only the original two electrical
support technicians were hired as electricians; all
other support technicians transferred into electrical
support from production jobs.7 In addition, there
have been two technicians who have transferred
out of electrical support and joined the utility and
service team.
There is no formal apprenticeship program for
electricians. Basic electrical training, both on-the-
job and from nearby vocational schools, is availa-
ble to all technicians. Electrical support techni-
cians, however, receive additional training in such
areas as the National Electrical Code and the Proc-
tor and Gamble Design Manual. Support techni-
cians also receive highly specialized out-of-state
electrical training conducted by the manufacturer
of the equipment purchased by the Employer. The
manufacturer gears this training, naturally, to the
operation of his equipment. Other technicians have
also attended such training to learn the nonelectri-
cal aspects of the equipment's operation.
? Hoswever, several of these technicians had some prior electrical expe-
rience
494 DECISIONS OF NATIONAL LABOR RELATIONS BOARD
Upon the record in this case, we are unable to
conclude that the electrical support technicians
sought by the Petitioner constitute a craft unit ap-
propriate for the purposes of collective bargaining.
Athough these technicians are the most highly
skilled electricians at the plant, are engaged in the
performance of electrical work virtually 100 per-
cent of the time, are separately supervised, have
their own work area and separate promotion crite-
ria, it is clear from the record evidence that a sub-
stantial amount of electrical work is also performed
by more than 200 other technicians. Moreover,
one-half of the electrical work performed by elec-
trical support technicians is done in production
areas in which the support technicians and produc-
tion technicians (both those with electrical skills
and those without) function as a team to locate and
repair electrical production equipment to insure a
continuous and uninterrupted production flow. Al-
though the electrical support technician is clearly
the most expert electrician present, he performs as
part of a team effort and not as a separate crafts-
man. 8
Furthermore, the electrical support technicians
are not licensed nor is there any requirement that
they be journeymen electricians. They do not un-
dergo a formal apprenticeship program but are re-
cruited from production ranks and receive the
same basic training as other technicians, informal
on-the-job instruction, and outside vocational
classes. The specialized electrical training they re-
ceive from the various manufacturers who produce
the equipment purchased by the Employer is, of
course, of somewhat limited use as it is particularly
applicable only to the Employer's production proc-
ess. 9
The Petitioner's alternative unit request of all
electrical maintenance technicians is also inappro-
priate. Except for the electrical support techni-
cians, the technicians who comprise this group pri-
marily perform typical production, warehouse, or
maintenance functions; have only limited electrical
skills; and spend only a small portion of their time
performing electrical work. Hence, these techni-
cians appear even less than the electrical support
technicians to constitute, or function as, true craft
electricians. Moreover, not only does this group of
technicians cut across departmental lines, the pro-
duction and warehouse electrical maintenance tech-
nicians normally work alongside technicians who
have no electrical expertise whatever. Further-
more, the electrical work which they routinely per-
7ionber Products Company Division of Cyprus Mines Corporation, 164
NLRH 1060, 1063 (1967; Dundee Cement Company, 170 NLRB 422, 424
(1968) Monsanto Comnpany 172 Nl RB 1461 (1968).
9 Monsanto Company, supra at 1462, Ttmber Products Company, upra at
1064; Potlatch Forets,. Inc., 165 NLRB 1065. 1068 (1967).
form is highly integrated with the Employer's
overall production process. Consequently, electri-
cal maintenance technicians do not in our opinion
constitute a readily identifiable group, separate and
distinct from the other technicians.' 0
As we find no basis for establishing a separate
bargaining unit for either the electrical support
technicians or the electrical maintenance techni-
cians, we shall dismiss the petition. "
ORDER
It is hereby ordered that the petition filed herein
be, and it hereby is, dismissed.
CHAIRMAN FANNING, dissenting:
For the reasons set forth in the Regional Direc-
tor's decision, I dissent from my colleagues' deci-
sion in this case. I would find that the Petitioner's
requested unit of all electrical support technicians
constitutes an appropriate craft unit and would
direct an election in that unit.
'l Monsanto Company. upra at 1462. Dundee Cement Company. supra
at 424.
1 Those cases in which we have found that separate craft units of
electricians are appropriate are factually distinguishable: International
Paper Company. 171 NLRB 526 (1968) (electricians ,ere hired either as
journeymen or had comparable experience, formal apprenticeship pro.-
gram); Anheuser-Busch. Inc., 170 NLRB 46 (1968) (all electricians were
required to be licensed, 3 to 4 years of electrical experience before hire.
separate community of interest); Lianco Container Corporation. 177 NLRB
907(1969) (only unit electricians exercised electrical skills or perfoirmed
electrical work, one of the three electricians was licensed): E. I Dupont
de Nemours and Company (lorence Plant), 192 NLRH 1019 (1971) (only
unrit employees performed electrical swork, 3 years of rigorous training):
Atlantic Richfield Company, 231 NLRB 31 (1977) (most unit emplioyees
were hired as skilled employees. transfers into craft unit were rare and no
transfers out of unit, no indication that 50 percent of electrical swork in
production area was being performed by production employees).
APPENDIX
The Petitioner, Local 1, International Brotherhood of
Electrical Workers, AFL-CIO (hereinafter referred to as
Petitioner), seeks a unit of all maintenance electricians at
the Employer's Cape Girardeau, Missouri, facility, ex-
cluding office clericals, professional employees, guards
and supervisors as defined in the Act, and all other em-
ployees. The Employer contends, contrary to the Peti-
tioner, that only a unit comprised of all production and
maintenance employees at the Employer's Cape Girar-
deau, Missouri, facility excluding office clerical employ-
ees, professional employees, guards and supervisors as
defined in the Act would be appropriate. At the time of
the hearing, there were 34 employees in the unit sought
by the Petitioner and approximately 970 employees in
the unit sought by the Employer; there are 34 employees
in the unit found appropriate herein.
The record establishes that the Employer is engaged in
the manufacture and nonretail sale of disposable diapers
called Pampers and LUV's, as well as a feminine tampon
called Rely at its Cape Giradeau, Missouri, facility. The
entire plant is contained in one building, which includes
PROCTOR AND GAMBLE PAPER PRODUCTS COMPANY 495
manufacturing, warehousing, offices, and employee facili-
ty areas, which are separated by interior walls. The Em-
ployer's production facilities are divided into the Pam-
pers module, the LUV's module and the Rely module,
respectively. Each module has technicians assigned to it
that are responsible for the production of products and
operational efficiency of the equipment within their par-
ticular module. In addition, each of the three modules
noted has assigned to it a group of employees referred to
as electrical support technicians. The Employer presently
employs 10 Rely electrical support technicians, 12
Pamper electrical support technicians and 12 LUV's
electrical support technicians, thus constituting the unit
of 34 electrical support technicians which the Petitioner
seeks to represent herein.
The record establishes that there is no prior collective-
bargaining history at the Employer's Cape Girardeau,
Missouri, facility and that the bargaining history in the
paper products industry as a whole is inconclusive on the
issue of the appropriateness of an electrician craft unit.
The record establishes, however, that the Employer has
a collective-bargaining history at its Green Bay, Wiscon-
sin, and Cheboygan, Michigan, plants where the bargain-
ing unit is all production and maintenance employees, in-
clusive of those plant's electrical support technicians.
The record is silent as to the bargaining units at the Em-
ployer's other plants throughtout the United States.
The record indicates that the Petitioner is the collec-
tive-bargaining representative of approximately 25 units
of maintenance electricians in various industries in East-
ern Missouri, and employs a business representative who
exclusively represents maintenance electricians in units
exclusive of production and maintenance employees. The
record does not indicate the stability of the bargaining
relationship at any of the plants organized into craft units
and represented by the Petitioner, but does indicate in
the last 2 years there have not been any strikes, econom-
ic or otherwise, in the electrical maintenance craft units
represented by the Petitioner. In addition, the record in-
dicated that the Petitioner participates in apprenticeship
and other training programs for maintenance electricians.
The record establishes that the electrical support tech-
nicians at the Cape Girardeau facility are skilled electri-
cians. When the Employer commenced operations at its
Cape Girardeau facility in 1969, it actively sought indi-
viduals with a high degree of electrical skills and experi-
ence and employed them as electricians in the services
and maintenance area. These individuals had extensive
electrical background. One such person spent 8 years in
the electronics field in the Army and worked for I year
as a journeyman electronics technician for McDonnell
Douglas Aircraft. Another electrical support technician
hired by the Employer in 1969 had prior education as an
electrician doing residential and light commercial wiring
which included pulling wire and conduit installation, and
during service with the Armed Forces served in radar
school and Data Acquisition School and attended Gener-
ator School. Moreover, the record indicates that upon
hire, the electrical support technicians were given train-
ing programs including electronics, electricity, transistor
programs and electrical blueprints. In addition, the
record indicates that other electrical support technicians,
though not initially hired as electrical support technicians
have been electrical instructors in the Navy or have elec-
tronics engineering backgrounds. The electrical support
technicians receive training from the Employer which in-
volves the National Electrical Code, the Proctor and
Gamble Design Manual, Electrical Design Manual and
the ability to run conduit, install equipment, technical
and AC control. The electrical support technicians have
also attended sessions in Chicago, Illinois, Cleveland,
Ohio, and the State of Connecticut to receive orientation
and training in the electrical theory of various machinery
purchased by the Employer.
The record establishes that the Employer's electrical
support technicians perform work of a highly skilled
electrical nature. The primary function of the electrical
support technicians is to provide the electrical knowl-
edge necessary to maintain and repair electrical equip-
ment in the module in which they work, although there
are instances when they have assisted other areas of the
plant encountering electrical problems. The electrical
support technicians perform almost exclusively electrical
work, including, but not limited to, troubleshooting relay
control circuits, solid state control circuits, and program-
mable logic controllers. The record also establishes that
the electrical support technicians are responsible for
maintenance of electrical substations in their particular
modules. The electrical support technicians are also able
to obtain a proficiency level unobtainable by other tech-
nicians. Thus, electrical support technicians may become
Skill Level V in Closed Loop Systems, programmable
logic controllers, power criteria, quality and process con-
trol and instrumentation. The record indicates that the
criteria necessary to reach these proficiency levels re-
quires an electrical background enjoyed only by electri-
cal support technicians. At the current time there are
three employees who have obtained skill V closed loop
systems status; two employees who have obtained skill V
programmable logic controllers status; two employees
who have obtained skill V power criteria status; one em-
ployee who is expected to soon become skill V quality
and process control status; and one employee who has
obtained skill V instrumentation status. Of the employees
who have obtained this skill level V status, all are elec-
trical support technicians.
The record establishes a high degree of functional inte-
gration among the various classifications within the Em-
ployer's Cape Girardeau, Missouri, facility. The Employ-
er has designed the plant with the goal of facilitating
communication between the various groups of employees
in remedying electrical and other problems. The record
discloses that there are 330 technicians in the Pampers
module, including the electrical support technicians.
One-third of the Pampers technicians perform some kind
of electrical functions although the total time those per-
sons would expend performing electrical tasks amounts
to less than 10 percent of their working time. The record
establishes that there are 135 employees in the Rely
module, including 10 electrical support technicians. Ap-
proximately 60 Rely employees, other than electrical
support technicians, perform some electrical tasks, al-
though the total time those persons would expend per-
496 DECISIONS OF NATIONAL LABOR RELATIONS BOARD
forming electrical tasks amounts to less than 10 percent
of their working time. The record discloses that the
LUV module presently is not fully operational and that 4
more lines are expected to become operational. The Em-
ployer presently employes 235 employees in the LUV's
module, including electrical support technicians. At the
present time 90-95 percent of the electrical work on the
LUV line is "pre-startup inspection." There is a pre-star-
tup group composed of 12 LUV's electrical support
technicians and 10 LUV's technicians. The 10 LUV's
technicians are on special assignment however, and once
all LUV lines become operational they will become op-
erators and maintenance technicians. The record estab-
lishes that the electrical support technicians will spend
approximately 40 percent of their time working alone, 5
percent of their time working on the production line and
45 to 50 percent of their time working in contact with
other technicians in the regular course of their duties.
For example, in performing their preventive electrical
maintenance or electrical repair duties on production line
equipment, electrical support technicians may question
operation employees as to the history of a particular
electrical problem or require the physical assistance of an
employee in removing a defective piece of equipment.
The contact between the electrical support technicians
and operators is to a great extent definitional in that op-
erators generally bring the electrical problem to the at-
tention of the electrical support technicians whose job it
is to solve the problem.
The record also establishes that the majority of electri-
cal work performed in the warehouse is performed by
employees other than electrical support technicians. This
electrical work is largely concerned with the mainte-
nance of lift trucks, conveying equipment and sorting
equipment.
The record establishes that the electrical support tech-
nicians have supervision separate rom that of other op-
erators in their respective modules. The supervisor of the
LUV electrical support technicians is an electrical engi-
neer, as is the supervisor of the Pampers electrical sup-
port technicians. The supervisor of the Rely electrical
support technicians has an electrical engineering degree.
The record also establishes that there is an Electrical and
Instrument Shop in each of the three production modules
which is used almost exclusively by the electrical sup-
port technicians. Although operators use the Electrical
and Instrument Shop, they can do so only after obtaining
a key from other supervisors, whereas each electrical
support technician has a key to the Electric and Instru-
ment Shop in his particular module. Moreover, the
record establishes that in the Electric and Instrument
Shop there is testing equipment such as oscilloscopes,
chart recorders, voltmeters, digital voltmeters, function
generators, power supplies, and infra-red viewer, some of
which non-electrical support technicians cannot operate.
The record further establishes that all hourly employ-
ees at the Employer's Cape Girardeau, Missouri, facility,
including the electrical support technicians, share sub-
stantially similar working conditions and benefits of em-
ployment. The Employer maintains a uniform wage scale
for all hourly employees and the rate received by an in-
dividual employee depends upon the skills and knowl-
edge of the Employer's operations acquired during his
employment, rather than only on the job in which he is
performing. All employees, whether hourly paid or
weekly salaried, receive the same fringe benefits includ-
ing insurance plans, pension plans, retirement savings
plan, income protection, stock purchase, paid holidays,
paid vacations, shift differential, overtime pay, premium
pay, relief periods, funeral policy, jury duty, military
training duty, child care leave, recreation program, team
activity fund, holiday gift pack, Proctor and Gamble
Funds Scholarship, employee education plan, VA educa-
tion plan, team meetings, direct line, grievance proce-
dure, safety shoes, hearing program, safety glasses, health
screening, physicals, Employer's circular, credit union
and family day. In addition, hourly employees enjoy the
use of the same facilities, including the cafeteria, vending
machines, locker rooms, restrooms, and parking lot.
They use the same exits and entrances.
In view of the record as a whole, including the fact
that there is no history of bargaining in a plant-wide unit
including the electrical support technicians at the Em-
ployer's Cape Girardeau, Missouri, facility; the fact that
the Petitioner has a specialized experience representing
maintenance electricians; the fact that the electrical sup-
port technicians are highly skilled electricians, exercise
substantial independent judgment in the performance of
their work, and are supervised by electrical engineers;
the fact that the electrical support technicians are given
training in electrical work; the fact that the electrical
support technicians use tools of the electrical trade
which are not used by other employees; and the fact that
electrical support technicians are primarily supervised
within their own craft lines; and notwithstanding the in-
tegrated nature of the Employer's operations; the fact
that at two of the Employer's six facilities across the
United States the bargaining unit includes electrical sup-
port technicians; the fact that the electrical work in the
warehouse is performed by employees other than electri-
cal support technicians; the fact that electrical support
technicians' operations are functionally integrated with
other technicians; the lack of a requirement that electri-
cal support technicians be journeymen: and the fact that
other technicians perform some electrical work, I find
that the electrical support technicians constitute an ap-
propriate craft unit. Anheuser Busch, Inc., 170 NLRB 46
(1968); International Paper Company, 171 NLRB 526
(1968); Lianco Corp., 177 NLRB 907 (1969); E. I. Dupont
deNemours and Company (Florence Plant), 192 NLRB
1019 (1971); Atlantic Richfield Company, 231 NLRB 31
(1977).
The parties stipulated that the plant manager, oper-
ations manager, department manager, processing depart-
ment manager, industrial department manager, technical
department manager, electrical managers, technical man-
agers, plant engineer and power and control engineers
are supervisors within the meaning of Section 2(11) of
the Act. The record establishes that these individuals
have the authority to hire, fire, reprimand, lay off, recall
and discipline employees and to effectivley recommend
such actions. Accordingly, and in agreement with the
parties, I find that these individuals are supervisors
PROCTOR AND GAMBLE PAPER PRODUCTS COMPANY 497
within the meaning of Section 2(11) of the Act, and I
shall exclude them from the unit found appropriate
herein.
The parties stipulated that the office clerical employ-
ees do not share a community of interest with the pro-
duction and maintenance employees and, accordingly,
should be excluded from the bargaining unit found ap-
propriate herein. The record establishes that the office
clerical employees do not share the same or similar
working conditions, wages, terms and hours of employ-
ment. Accordingly, and in agreement with the parties, I
find that these individuals do not share a community of
interest with the production and maintenance employees
of the Employer, and I shall exclude them from the unit
found appropriate herein.
The parties stipulated that power and control engi-
neers were managerial employees of the Employer and/
or do not share a community of interest with the produc-
tion and maintenance employees. The record establishes
that these individuals function in a managerial capacity at
the Employer's Cape Girardeau, Missouri, facility and
that they are salaried, and enjoy other terms and condi-
tions of employment that differ from those of the hourly
maintenance and production employees. Accordingly, in
agreement with the parties, I find that these individuals
are managerial employees and/or do not share a commu-
nity of interest with the production and maintenance em-
ployees, and I shall, therefore, exclude them from the
unit found appropriate herein.
In view of the above, I find that the following em-
ployees of the Employer constitute a unit appropriate for
purposes of collective bargaining within the meaning of
Section 9(b) of the Act:
All electrical support technicians at the Employer's
Cape Girardeau, Missouri, facility, EXCLUDING
office clericals, professional employees, managerial
employees, guards and supervisors as defined in the
Act, and all other employees.