Wendt Corporation

National Labor Relations Board - Administrative Judge Opinions

Feb 15, 2019

03-CA-212225 (N.L.R.B. Feb. 15, 2019)

JD–19–19
Cheektowaga, NY
UNITED STATES OF AMERICA
BEFORE THE NATIONAL LABOR RELATIONS BOARD
DIVISION OF JUDGES
WENDT CORPORATION
CASES 03-CA-212225
and 03-CA-220998
03-CA-223594
SHOPMEN’S LOCAL UNION NO. 576
Jessica Noto and Jesse Feuerstein, Esqs.,
for the General Counsel.
Ginger Schroder and Alice Rood, Esqs.
(Schroder Joseph & Associates),
for the Respondent.
DECISION
Statement of the Case
IRA SANDRON, Administrative Law Judge. This case is before me on an August 22,
2018 consolidated complaint and notice of hearing (the complaint) stemming from an unfair
labor practice charges that Shopmen’s Local Union No. 576 (the Union) filed against Wendt
Corporation (the Respondent or the Company), alleging violations of Sections 8(a)(1), (3),
and (5) of the Act, following the Union’s certification in June 2017.
I conducted a trial in Buffalo, New York, on September 10–14 and November 5–7,
2018, at which I afforded the parties full opportunity to be heard, to examine and cross-
examine witnesses, and to introduce evidence.
Issues
Based on the unopposed motions to amend the complaint that the General Counsel
made at trial, the issues before me are:1

1 As per the Board’s November 13, 2018 Order (2018 WL 5964286), I deny the General Counsel’s
opposed motion to amend the complaint to add the allegation that the Respondent violated Section 8(a)(1)
through its counsel’s cross-examination of Derek Muench, without prejudice to the General Counsel’s right to
litigate the issue in a separate proceeding.
JD–19–19
2
(1) Did Plant Manager Daniel Voigt (Voigt) violate Section 8(a)(1) by:
(a) In about September 2017, interrogating Dale Thompson (Thompson)
about his support for the Union by asking whether Thompson would 5
change his vote if a new election was held.
(b) On about January 25, 2018, creating the impression of surveillance by
informing Thompson that the Respondent could observe all of
employees’ Facebook activities regardless of whether they chose to
block or limit access to their Facebook pages.10
(c) On the same date, threatening Thompson with unspecified reprisals for
wearing a t-shirt that contained a prounion message and union logo.
(d) On that same date, creating the impression of surveillance by informing
Thompson that the Respondent had cameras covering the exterior of
the facility and that these cameras could see any activity occurring 15
outside the facility.
(e) On that same date, implying that Thompson would receive a wage
increase if he ceased support for the Union
(f) On that same date, informing Thompson that employees who supported
the Union would be selected for layoff.20
(g) On that same date, threatening Thompson with unspecified reprisals by
implying that he should not support the Union because he had a family
to support.
(h) On about January 10, 2018, impliedly instructing Jeff George (George)
to remove a t-shirt that displaced union insignia.25
(i) On that same date, informing George that pro-union employees were
targeted for a future layoff.
(j) On about January 24, 2018, creating the impression of surveillance by
informing George that the Respondent had seen a pro-union photograph
posted on George’s Facebook page.30
(k) On that same date, instructing George to remove a pro-union
photograph from George’s Facebook page.
(l) On about January 25, interrogating George about his union activities
and sympathies by asking George about his conversations with other
union members.35
(m) On about April 10, 2018, threatening Dmytro Rulov (Rulov) with
unspecified reprisals for supporting the Union
(n) Did the Respondent, on that same date, violate Section 8(a)(1) by
implying in Rulov’s written performance review that he should focus
on work rather than on union activity.40
(2) Did the Respondent violate (a) Section 8(a)(3) and (1) by suspending Dennis
Bush (Bush) on December 27, 2017, for alleged violation of the Company’s
policy against harassment; and (b) Section 8(a)(5) and (1) by exercising
discretion in imposing the discipline, without affording the Union notice and 45
an opportunity to bargain.
JD–19–19
3
(3) Did the Respondent violate Section 8(a)(3) and (1) by (a) assigning William
Hudson (Hudson) to work the saw from April through June 2018, after he
came back from layoff; and (b) refusing to offer him overtime during that
period.5
(4) Did the Respondent violate (a) Section 8(a)(1) on October 25, 2017, by
conducting an interview with John Fricano (Fricano) after Voigt denied
Fricano’s request to be represented by the Union, when Fricano had reasonable
cause to believe that such interview would result in disciplinary action against 10
him; and (b) Section 8(a)(5) and (1) by exercising discretion in imposing a
suspension on Fricano, without affording the Union notice and an opportunity
to bargain.
(5) Did the Respondent violate Section 8(a)((3), (5), and (1) on February 8, 2018, 15
by laying off 10 bargaining unit employees, for discriminatory reasons and
without affording the Union an opportunity to bargain.
(6) Did the Respondent violate (a) Section 8(a)(3) and (1) by failing to provide
annual performance reviews and accompanying wage increases to bargaining 20
unit employees from about October 2017 through April 2018; and (b) Section
8(a)(5) and (1) by failing to afford the Union an opportunity to bargain.
(7) Did the Respondent violate Section 8(a)(5) and (1) since on about May 24,
2018, by failing and refusing to furnish the Union with information that it 25
requested regarding the date(s) of wage increase for its nonunit employees.
(8) Did the Respondent violate Section 8(a)(5) and (1) on September 25, 2017, by
removing Donald Fess II (Fess), Americo Garcia, Jr. (“Junior”) (Garcia), and
Daniel Norway (Norway) from the bargaining unit by promoting them to 30
supervisory positions, without the Union’s consent.
(9) Did the Respondent on about that same date violate Section 8(a)(5) and (1) by
unilaterally removing bargaining work from the unit and transferring it to those
supervisors, without affording the Union prior notice and an opportunity to 35
bargain.
(10) Did the Respondent violate Section 8(a)(5) and (1) in January 2018, by
granting wage increases to Fess, Garcia, and Norway without affording the
Union notice and an opportunity to bargain. 40
(11) Did the Respondent violate Section 8(a)(5) and (1) on about January 29, 2018,
by changing its policy concerning light duty work assignments when it placed
Garcia on light duty, without affording the Union notice and an opportunity to
bargain.45
JD–19–19
4
(12) Did the Respondent violate Section 8(a)(5) and (1) in about late November
2017, by changing its overtime policy to require the two shipping and
receiving clerks to work mandatory overtime, without affording the Union
notice and an opportunity to bargain.
5
Witnesses and Credibility
The General Counsel called:
Union administrator Anthony Rosaci (Rosaci);10
Former Shop Foreman Kenneth Scheidel (Scheidel);
Former Leadman Harley Kenney (Kenney);
Current unit employees: Bush, Fricano, George, Hudson Rulov, Robert Domaradski
(“Demo”) (Domaradski), Zachary Krajewski, Sean McCarthy (McCarthy), Derek Muench
(Muench); and15
Former unit employee David Greiner (Greiner).
The Respondent’s witnesses were:
Vice-President of Finance Joseph Bertozzi (Bertozzi);20
Supply Chain Manager Michael Dates (Dates);
Operations Director Richard Howe (Howe);2
Warehouse Supervisor Michael Hoerner (Hoerner);
Shop Supervisors Fess, Garcia, and Norway; and
Former Plant Manager Steven Jastrzab (Jastrzab).25
On certain matters, the testimony of witnesses for the General Counsel and witnesses
for the Respondent was consistent, considering the natural lack of precision in recall. Where
credibility resolution is important, I have taken into account several established principles:
30
Firstly, a witness may be found partially credible; the mere fact that the witness is
discredited on one point does not automatically mean that he or she must be discredited in all
respects. Golden Hours Convalescent Hospitals, 182 NLRB 796, 799 (1970). Rather, a
witness’ testimony is appropriately weighed with the evidence as a whole and evaluated for
plausibility. Id. at 798–799; see also MEMC Electronic Materials, Inc., 342 NLRB 1172, 35
1183 fn. 13 (2004), quoting Americare Pine Lodge Nursing, 325 NLRB 98, 98 fn. 1 (1997),
enf. granted in part, denied in part 164 F.3d 867 (4th Cir. 1999); Excel Container, 325 NLRB
17, 17 fn. 1 (1997). As Chief Judge Learned Hand stated in NLRB v. Universal Camera
Corp., 179 F.2d 749, 754 (2d Cir. 1950), regarding witness testimony, “[N]othing is more
common in all kinds of judicial decisions than to believe some and not all.” 40
Secondly, “[T]he testimony of current employees that contradicts statements of their
supervisors is likely to be particularly reliable because these witnesses are testifying adversely

2 On the various organizational charts (R. Exhs. 9, 9(a)), Bertozzi, Dates, and Howe are on the same level
in the Company’s management hierarchy, directly reporting to President Tom Wendt Jr.
JD–19–19
5
to their pecuniary interests.” Flexsteel Industries, 316 NLRB 745, 745 (1995), enfd. 83 F.3d
419 (5th Cir. 1996), citing Gold Standard Enterprises, 234 NLRB 618, 619 (1978), enf.
denied for other reasons, 607 F.2d 1208 (7th Cir. 1979) and Georgia Rug Mill, 131 NLRB
1304, 1304 fn. 2 (1961); see also Federal Stainless Sink Div. of Unarco, 197 NLRB 489, 491
(1972).5
Thirdly, an administrative law judge normally has the discretion to draw an adverse
inference based on a party's failure to call a witness who may reasonably assumed to be
favorably disposed to the party and who could reasonably be expected to corroborate its
version of events, particularly when the witness is the party's agent and thus within its 10
authority or control. Roosevelt Memorial Medical Center, 348 NLRB 1016, 1022 (2006); see
also Martin Luther King, Sr. Nursing Center, 231 NLRB 15, 15 fn. 1 (1977); Underwriters
Laboratories Inc. v. NLRB, 147 F.3d 1048, 1054 (9th Cir. 1998). In that event, drawing an
adverse inference regarding any factual question on which the witness is likely to have
knowledge is appropriate. International Automated Machines, 285 NLRB 1122, 1123 (1987), 15
enfd. mem. 861 F.2d 720 (6th Cir. 1988). See also Interstate Circuit v. U.S., 306 U.S. 208,
225–226 (1939).
Here, the Respondent offered no explanation for why Plant Manager Voigt was not
available as a witness. Accordingly, the Respondent's failure to call him leads to an adverse 20
inference that his testimony would have been unfavorable to the Respondent, and I credit the
unrebutted and credible accounts of witnesses who testified about incidents in which he
participated. I draw a similar adverse inference for the Respondent’s not calling Human
Resources (HR) Coordinator Janet Semsel (Semsel), an admitted agent, to testify about HR
practices and policies and about disciplinary interviews that she attended.25
Similarly, to the extent that management witnesses were not questioned about certain
events to which General Counsel’s witnesses testified, I draw an adverse inference since, as
management representatives, they reasonably would be assumed to be favorably disposed to
the Respondent. See Daikichi Corp., 335 NLRB 622, 622 (2001); Colorflow Decorator 30
Products, 228 NLRB 408, 410 (1977), enfd. mem. 583 F.2d 1289 (9th Cir. 1978).
Finally, I note that when credibility resolution is not based on observations of
witnesses’ testimonial demeanor, the choice between conflicting testimonies rests on the
weight of the evidence, established or admitted facts, inherent probabilities, and reasonable 35
inferences drawn from the record as a whole. Taylor Motors, Inc., 366 NLRB No. 69 slip op.
1 at fn. 3 (2018); Lignotock Corp., 298 NLRB 209, 209 fn. 1 (1990).
I will discuss the credibility of witnesses on particular matters during my recitation of
the facts. At this point, I will address the overall credibility of former Foreman Scheidel, who 40
testified on the General Counsel’s behalf. The Respondent contends that his testimony should
be discredited in its entirety (R. Br. at 21–22). Scheidel was laid off on February 9, 2018, and
terminated on March 14, 2018 (see R. Exh. 3), after being a foreman for about 13-1/2 years,
with two breaks in employment. Scheidel has filed an age discrimination against the
Respondent with the New York State Division of Human Rights (ibid). Although these 45
circumstances can be considered as providing him a motive to testify against the Company,
JD–19–19
6
and he indeed might naturally have some animosity, Scheidel testified freely and in
considerable detail throughout his testimony, both on direct and cross-examination, and
neither his testimony nor his demeanor suggested any attempt to slant his answers to hurt the
Respondent. Indeed, at times he volunteered information that supported some of the
Respondent’s positions; for example, concerning “working foreman” Stephen Quarcini5
(Quarcini). In light of these conclusions and his many years of serving as a management
official, I find that his testimony was reliable.
Facts
10
Based on the entire record, including testimony and my observations of witness
demeanor, documents, written and oral stipulations, and the thoughtful posttrial briefs that the
General Counsel and the Respondent filed, I find the following.
Background15
At all times material, the Respondent has been a corporation with an office and place
of business in Cheektowaga, New York (the facility), where it designs, develops, and
manufactures products and processes for the scrap metal recycling industry throughout North
America. Jurisdiction as alleged in the complaint is admitted, and I so find. 20
The facility includes about 110,000 square feet of working space in the 5 bays where
unit employees work in conjunction to complete projects (see R. Exh. 10, a schemata).
Formerly, the manufacturing now done at the facility was performed at the Respondent’s
facility on Military Road in Cheektowaga that now serves as a small processing plant or 25
technical service center.
About 100 people work at the facility. On June 23, 2017, the Regional Director
certified the Union as the exclusive collective-bargaining representative of all full-time and
regular part-time janitors, welders, machine operators, maintenance mechanics, fitters, 30
assemblers, painters, machinists, and shipping and receiving clerks employed at the facility,
excluding office clerical employees, guards, professional employees, and supervisors as
defined in the Act. The voter eligibility list for the election (Jt. Exh. 1) listed 33 employees.
At particular times, all have reported to the same supervisors/managers except for the
shipping and receiving clerks (see R. Exhs. 9 and 9(a), organizational charts).35
At the time of certification, the Union contended that the three leadmen should be in
the unit, whereas the Respondent took a contrary position. Because their ballots were not
determinative of the election results, the Regional Director neither included them nor
excluded them from the certified unit. However, the Company later agreed to their inclusion40
(see GC Exh. 25, a memorandum of agreement of September 22, 2017), and the parties at trial
so stipulated.
The parties first met for negotiations in July 2017 and thereafter met approximately 36
times. They have not reached agreement on a contract, but no impasse has been declared, and 45
they continue to meet. Attorney Ginger Schroder (Schroder) has been the Company’s chief
JD–19–19
7
spokesperson, with Rosaci serving as the Union’s chief spokesperson. Other members of the
Company attending bargaining have been Bertozzi, Dates, and Howe. Employees on the
Union’s bargaining committee have been Domaradski, Fricano, Greiner, Hudson, and Noel
Pauley (Pauley).
5
General Counsel’s Exhibit 3 includes photos of Wendt employees showing support for
the Union that the Union sent by certified mail to the Respondent. The parties stipulated that
the certified mail receipt, signed by Semsel, reads January 29, 2018. Rosaci identified 17
employees in three photographs, including Bush and Hudson. Howe testified that he was
aware that active union supporters included Bush, Domaradski, Fricano, George, Greiner, 10
Hudson, Krajewski, Muench, Thompson, and six or seven other unit employees. On an
ongoing basis, employees have engaged in picketing outside the facility on nonwork hours.
8(a)(1) Statements
15
As I stated earlier, Voigt did not testify, and I draw an adverse inference based on his
failure to deny or otherwise testify as to statements that George, Rulov, and Thompson
attributed to him. Furthermore, all of them testified with appropriate detail and did not appear
to try to exaggerate what Voigt told them, and I do not believe that they concertedly
fabricated their accounts. I therefore credit them. I note that George’s testimony was 20
substantially corroborated by notes that he took of his conversations with Voigt (GC Exh. 41,
based on notes that he wrote down on a pad within an hour of the conversations and then
transferred to his phone). I also note that statements Rulov made in his affidavit were
substantially consistent with his testimony and corroborated it in substance rather than
impeached him. In crediting Rulov, I take into account that his first language is Russian. 25
A. To Thompson
On an afternoon in September 2017, Thompson was in eFab when Voigt came over
and asked how he was liking it. Thompson replied that it was something different, and he did. 30
Voigt then asked if there was a re-vote, would Thompson change his mind. Thompson made
mention of the company firing many of his friends and coworkers, and Voigt stated,
“There’s[sic] a lot of bad employees here, and I’d like to get rid of them in the shop, and also
one in the office as well.”3
35
On a morning in January 2018, Thompson was again in eFab when Voigt approached.
Approximately a day earlier, Thompson had blocked Voigt on his Facebook. Voigt stated
that he did not care that Thompson had blocked him on Facebook because Thompson was
liking the Union but that Voigt could create a fake profile and see whatever Thompson was
viewing or liking. He further stated that there were “two people up in the office” who “could 40
see everything that we’re doing on the internet.”4

3 Tr. 347.
4 Tr. 348.
JD–19–19
8
Voigt returned about half an hour later. He stated that he really liked Thompson and
had a good opinion of him and did not want to see him get laid off and that Thompson had
young kids. Voigt further stated that the Company was going to lay off people who were with
the Union. Thompson said that he was loyal to his friends and to the Company and that he
did not think the layoffs were right. Voigt further said that there were cameras outside that 5
could zoom in and see everything. He mentioned that they had zoomed in on Fess’ shirt and
could read what was on it and could see the color of somebody’s underwear if he was bent
over.
B. To George10
On January 10, 2018, George was at work wearing a union t-shirt that was visible
under his Company button-up work shirt, which was not buttoned up all the way. He had two
conversations with Voigt that morning at the north end of the paint shop. In the first, Voigt
approached and asked what George was doing with the union shirt on. George responded that 15
it was given to him, and Voigt responded, “Well, I’d take that off if I was[sic] you. That’s
how guys get into trouble around here.”5 He then suggested that George button up his work
shirt and not let anybody else see the t-shirt.
Within 1–1-1/2 hours, George called Voigt over and said that Voigt’s earlier 20
comments had made him nervous because he had family and could not afford to lose his job
over the Union. Voigt assured him that he was safe because the Company had a list of shop
employees that the Company could not afford to lose. George asked how he could be safe
when the Company had to lay off by seniority. Voigt replied that they would absolutely not
lay off by seniority and had ways around it. In this conversation, George asked Voigt if the 25
Company was busy. Voigt responded, “Yes, we have plenty of work, don’t worry, you know,
we’re busy.”6 George then said, “Oh, so it’s only by design that we’re slow?,” and Voigt
replied “Yeah, we’re just taking it in the ass until all this goes away.”7 He further stated that
once the Company started to ramp up again, they would bring in all new people.
30
On January 22, George changed his Facebook profile, to include a shirt with a
prounion logo (see GC Exh. 42, an accurate snapshot of the changed profile). On the morning
of January 24, George was working in the welding shop. Voigt approached and said, “Some
of the office personnel and I see you have a new Facebook picture.”8 George asked, “What
are you guys doing, spying on me?,” and Voigt then said, “I’d take that down if I was [sic] 35
you.”9 He further stated that George would probably get in less trouble “wearing the stupid
shirt” than putting it on the internet.10 Within a few days later, George changed his profile
name, taking out his last name and replacing it with his middle name, because he did not want

5 Tr. 270.
6 Tr. 272.
7 Ibid. According to George’s notes, Voigt specifically tied this statement to the Company’s “attempt to
get rid of the union.” GC Exh. 41 at 5.
8 Tr. 281. George and Voigt were not Facebook “friends.”
9 Ibid.
10 Ibid.
JD–19–19
9
anyone spying on him (see GC Exh. 42). Around the same time, he changed his profile from
public to private.
On the morning of January 25, George was working in the paint shop area when Voigt
approached and asked if there was anything George needed to tell him about the meeting last 5
night. George responded that there was no meeting. Voigt said no, the negotiations meeting,
and he asked if Domaradski or any of the other attendees had said anything him to him about
layoffs or anything. George replied that he really did not know because he was not on the
bargaining committee. Voigt responded that if he heard anything that he thought Voight
should know, to tell him, and Voigt would be a good friend and do the same for him.10
C. To Rulov
On the afternoon of April 10, 2018, in a conference room, Voigt presented Rulov with
his annual review. Supervisor Garcia was also present. During the process of signing the 15
review, Voigt pointed with a pen to Rulov’s left shoulder and said Rulov should work more
overtime, concentrate on the job, and forget about any outside source or words to that effect.
Rulov pointed to the union pin on his left shoulder (see GC Exh. 44) and said, “[Y]ou mean,
this?” and Voigt said yes.11 The comments section of the evaluation (GC Exh. 43 at 4) reads:
“Dymytro has been with Wendt for a long time and has a large variety of skills. He is the 20
kind of person who knows the task at hand and does it. He is a steady force in the
manufacturing of our products. Dmytro needs to focus more on the job at hand and worry
less about non work related activities.”
Analysis and Conclusions25
The Respondent is liable for any threats or other statements that Voigt made because
he was its supervisor. The Board has long recognized that “Section 2(13) of the statute makes
it clear that an employer is bound by the acts and statements of its supervisors whether
specifically authorized or not.” Dorothy Shamrock Coal Co., 279 NLRB 1298, 1299 (1986), 30
enfd. 833 F.2d 1263 (7th Cir. 1987); see also Storer Communications, 294 NLRB 1056, 1077
(1989); Jays Foods, Inc., 228 NLRB 423 (1977), enfd. on this point 573 F.2d 438, 445 (7th
Cir. 1978).
The standard for determining whether a supervisor’s statement to employees violates 35
Section 8(a)(1) of the Act is whether such statements would reasonably tend to interfere with
the free exercise of employee rights under the Act. NLRB v. Gissel Packing Co., 395 U.S.
575 (1969). The test is whether a supervisor’s statement would reasonably coerce the
employee to whom it is made. Egelhand Corp., 342 NLRB 46, 60–61 (2004), enfd. 437 F.3d
374 (3d Cir. 2006). 40
I conclude the following, based on the employees’ unrefuted testimony:

11 Tr. 405. Garcia did not testify about the meeting and therefore did not rebut Rulov’s account.
JD–19–19
10
(a) Voigt asked Thompson in September 2017 whether he would vote differently
if there was a new election. In evaluating the interrogation of known union supporters, the
Board uses a totality of circumstances approach for determining unlawful coerciveness,
applying a four-pronged test: (1) background; (2) nature of the information sought; (3)
identify of the questioners; and (4) the place and method of interrogation. Rossmore House, 5
269 NLRB 1176, 1177, 1178 fn. 20 (1984), enfd. sub nom. Hotel Employees and Restaurant
Employees Union, Local 11, 760 F.2. 1006 (9th Cir. 1985). Significantly, Plant Manager
Voigt was a management official who had authority over the first-level supervisors and
reported directly to Director Howe, and he initiated the conversation. Moreover, during the
conversation, Voigt stated that he wanted to get rid of a lot of bad shop employees, suggesting 10
a link between his question and termination of union supporters. Accordingly, Voigt engaged
in unlawful interrogation.
(b) Voigt informed Thompson in January 2018, that although Voigt did not care if
Thompson had blocked him on Facebook because Thompson liked the Union, Voigt and 15
people in the office could still see whatever Thompson was viewing and liking on Facebook.
The Board’s test for determining whether an employer has created an unlawful impression of
surveillance is whether under all of the circumstances, reasonable employees would assume
that their union activities had been placed under surveillance. Orchids Paper Products Co.,
367 NLRB No. 33, slip op. at 1 (2018), citing Stevens Creek Chrysler Jeep Dodge, 357 NLRB 20
633 (2011), enfd. sub nom. Matthew Enterprises, Inc., v. NLRB, 498 Fed Appx. 45 (DC Cir.
2015). Thompson reasonably could have assumed such, and Voigt therefore unlawfully
created the impression of surveillance of Thompson’s union activities.
(c) Voigt, on that same date, unlawfully created the impression of surveillance by 25
informing Thompson that the Company had cameras outside that could zoom in and see
everything, including what was on employees’ shirts (Thompson was wearing a union t-shirt
at the time). See the above cases.
(d) Voigt, in the same conversation, violated Section 8(a)(1) when he informed30
Thompson that employees who supported the Union would be laid off.
(e) Voigt, in that same conversation, violated Section 8(a)(1) when he implicitly
threatened Thompson with reprisals if he supported the Union by telling him the above and
referring to Thompson’s children. See Metro One Loss Prevention Services Group, 356 35
NLRB 89, 89 (2010), holding that an employer’s communication to employees that they will
jeopardize their job security, wages, or other working conditions if they support the union
violates Section 8(a)((1). See also Kellwood Co., 299 NLRB 1026, 1026–1027 (1990), enfd.
948 F.2d 1297 (11th Cir. 1991).
40
(f) The allegation that Voigt threatened Thompson in that conversation with
unspecified reprisals for wearing a t-shirt that contained a prounion message and union logo is
subsumed by the violations found in (c) and (e) above and is redundant. This allegation is
therefore dismissed.
45
JD–19–19
11
(g) Thompson’s testimony does not support the allegation that Voigt in that
conversation implied that Thompson would receive a wage increase if he ceased support for
the Union. Therefore, this allegation is also dismissed.
(h) Voigt, on about January 10, 2018, unlawfully threatened George with 5
retaliation for wearing a prounion t-shirt by telling him that wearing such shirts got employees
into trouble.
I find a violation on this basis rather than on the complaint allegation that Voigt
impliedly instructed George (George) to remove a t-shirt that displaced union insignia.10
(i) Voigt, later that day, violated Section 8(a)(1) when he implied to George that
prounion employees were going to be targeted for a future layoff by stating that the Company
was busy but was contending to the contrary “until all this goes away,” in order to replace
them.15
(j) Voigt, on about January 24, 2018, unlawfully created the impression of
surveillance by informing George that the Respondent had seen a prounion photograph posted
on George’s Facebook page.
20
(k) Voigt, in the same conversation, unlawfully threatened George with retaliation
for having that prounion photograph on his Facebook page by stating that it could get George
into trouble.
I find a violation on this basis rather than on the complaint allegation that Voigt 25
instructed George to remove the photograph.
(l) George’s testimony revealed that on about January 25, 2018, Voigt asked him
if he had heard from employees on the Union’s bargaining team what was said at negotiations
the previous evening, including the subject of layoffs. The General Counsel alleges that this 30
constituted interrogation about George’s union activities and sympathies. I recognize that
Voigt had no reason to question George about what was said at negotiations because he could
have obtained such information from company representatives who were present. However,
Voigt was not asking for anything that went to employees’ internal union activities and
sympathies, and what the parties said at negotiations was open knowledge and not 35
confidential. Accordingly, I do not believe that Voigt’s question was coercive and find no
violation.
(m) Voigt, on about April 10, 2018, when giving Rulov his annual performance
review, unlawfully implicitly threatened Rulov with unspecified reprisals for supporting the 40
Union by pointing to the union pin that Rulov was wearing and stating that Rulov should
concentrate on his job and forget about any outside source.
(n) The General Counsel alleges that on same date, the Respondent violated
Section 8(a)(1), by implying in Rulov’s written performance review that he should focus on 45
JD–19–19
12
work rather than on union activity, thereby implicitly threatening him with unspecified
reprisals for supporting the Union.
In this regard, the comments section of the evaluation is paradoxical, first lauding
Rulov’s performance but ending with “Dmytro needs to focus more on the job at hand and 5
worry less about non work related activities.” In the absence of an explanation for this
inconsistency, and in light of Voigt’s comments during the interview, I sustain this allegation.
Bush’s Suspension—8(a)(3) and (5)
10
The Company has employed Bush for about 6-1/2 years, as a welder for
approximately the last three. Bush has attended union rallies, and at work worn a union
button and a long-sleeve shirt with the union log. He also has stickers saying “Local 576” on
his welding helmets and union stickers on the back of his jeep. About a month after the
election, he was in bay 5 in the morning when Foreman Scheidel asked what he was doing 15
wearing the union colors on his shirt. Bush replied that he was supporting his fellow union
brothers. Scheidel knew of Bush’s open support of the Union, and Howe conceded the
Company had such knowledge.
The Company’s employee manual (GC Exh. 23 at 8–9) contains an anti-harassment 20
policy stating a zero tolerance policy against discrimination or harassment based on, inter alia,
national origin or sexual orientation. Harassing conduct includes, inter alia, slurs or
denigrating jokes. Any reported allegations of such conduct “will be investigated promptly,
thoroughly and impartially. The investigation may include individual interviews with the
parties involved and, where necessary, with individuals who may have observed the alleged 25
conduct or may have other relevant knowledge [sic].”
The shipping and receiving department takes product out of heavy-duty boxes or
crates; some are from a German company and have “F.A.G.” in black letters on their sides.
After they are emptied, the boxes are stored outside shipping/receiving. Many employees, 30
including Domaradski, use these empty boxes for wood trimmings that they put in a box
under their tables, for use in performing their work.
On December 21, 2017, Bush wore a long-sleeved union shirt at work. At about 1:45
p.m., he welded a conveyer in bay 5. He was aware that Domaradski was looking for a box 35
for wood pieces. The only one empty sturdy, heavy-duty box in his area was a F.A.G. box.
Bush put it on the conveyor, which he then “craned” to the other end of the aisle.
Voigt was in his office and looked up at him. Bush held up the box and laughed.
Voigt snickered. Bush walked over to Domaradski’s area and set the box down and said 40
jokingly, “Here’s your box.” 12 Both he and Domaradski laughed, and he then left. Bush did
not see employee Joe Kraebel (Kraebel), but Domaradski testified that he was in the general
area. Bush testified that he was in a great mood that day and laughing casually. I note that
Bush displayed an exuberant and colorful personality as he testified.

12 Tr. 859 (Bush), 803 (Domaradski).
JD–19–19
13
On the afternoon of December 27, Bush was informed that Semsel of HR wanted to
see him, and he met with her and Denise Williams, also of HR, in the conference room. They
brought up the December 21 incident and what the box said. Bush confirmed that it had
“F.A.G.” on the sides, and Williams stated that someone could be offended. Bush asked if 5
she was kidding, and she said no. Bush explained that the box came from shipping and
receiving and that employees used them in their work areas because they were nice and
heavy-duty. Semsel stated that he was getting a 3-day suspension (without pay) for the
incident and to leave at 2 p.m.
10
General Counsel’s Exh. 22 is the final written warning and 3-day suspension that Bush
received, for a “direct violation of Wendt’s Non-Harassment Policy.” The narrative states
that “On 12/21/17, Dennis Bush held up a shipping box that was from a company named Fag,
approached the Plant Supervisor, Dan Voigt, and pointed to the box and to his co-worker and
said, ‘Look what I have. It’s Rob’s tool box’ [sic] Dennis then placed the shipping box on 15
his co-workers work station. . . .”
The morning that Bush returned from the suspension, Voight came to Bush’s area in
bay 5. Bush told him that the box incident was water under the bridge, to which Voigt
responded, “[I]t has nothing to do with me. I didn’t do it, you know? He goes on it was 20
somebody else.”13
Bush testified that Domaradski was present during that conversation, but Domaradski
did not testify about it. However, I credit Bush’s account in the absence of a denial from
Voigt. I note that Bush’s overall credibility was not undermined by the discrepancy in his 25
testimony on cross-examination that he had received a coaching from Scheidel in the first 6
months of his employment, and the statement in one of his affidavits that he had no prior
disciplines before the suspension. In this regard, Bush testified that the coaching was verbal
talking to, that he received nothing in writing, and that he believed it occurred during his 90-
day probation period. I also note Bush’s volunteering on cross-examination that during his 30
employment, “I’ve had a perfect everything with [the] company,”14 contraindicative of any
intention to skew his testimony against the Respondent.
Domaradski testified that he found the word (F.A.G.) humorous but not offensive. He
never complained about the incident and was never interviewed about it. Domaradski still has 35
the box under his bench, with the letters F.A.G. facing out and visible to people walking by.
At no time has the Company issued any kind of instruction or directive to employees
regarding use of the F.A.G. boxes.
Bertozzi testified that it was explained to him that, holding the box, Bush had yelled to 40
Voigt, “[H]ey look, it’s Demo’s toolbox, and just laughed.”15 Bertozzi further testified that
Voigt and Kraebel had brought it to management’s attention, and that he made the decision to

13 Tr. 872.
14 Tr. 880.
15 Tr. 1672.
JD–19–19
14
suspend Bush. Neither Semsel nor Williams testified, Voigt told Bush that he was not behind
the suspension, and the Respondent submitted no documentation showing any investigation or
written records of any complaints.
Bertozzi averred that the suspension of Bush was consistent with discipline meted out 5
to other employees for violation of the anti-harassment policy. Thus, in May 2016,
Domaradski received a 3-day suspension for, on two occasions, using an ethnic slur (“gooks”
and “chigger”) toward an Asian-American coworker in the presence of that coworker and
other employees (R. Exh. 35). And, on December 1, 2017, Kraebel received a 3-day
suspension for calling Domaradski a “polack” (R. Exh. 36). Although documentation of the 10
incident is not in the record, Garcia testified that he recommended a written write-up for
Rulov for making a gesture that was taken the wrong way by a coworker, who felt it was an
offensive physical contact.
General Counsel’s Exhibit 62 is a coaching note issued in March 2017 to Pauley, for 15
disrespectful behavior toward a coworker: “Noel told his co-worker what to do with the
garbage and ‘kicked’ it in his co-workers[sic] direction.” General Counsel’s Exhibit 63 is a
coaching note (verbal warning) issued in December 2017 to Kevin Moore for becoming
aggressive and threatening to “kick another co-workers[sic] ass.”
20
I will later address the allegations that the Respondent violated Section 8(a)(5) by
exercising discretion in disciplining Bush and Fricano, without affording the Union notice and
an opportunity to bargain over the exercise of that discretion.
Hudson’s Assignment and Denial of Overtime—8(a)(3)25
The Company has employed Hudson as a welder since December 2011. Hudson was
the Union’s initial contact in the organizing drive and played a large role therein.16 He served
as the Union’s observer at the election. Along with Domaradski and Greiner, he has been on
the Union’s negotiating committee, and he has attended almost all of the bargaining sessions. 30
He has openly supported the Union at work by wearing daily various shirts with union
insignia and union buttons, and he has regularly participated in picketing outside the facility.
Foreman Scheidel knew of Hudson’s open support for the Union, and Director Howe
conceded at trial Company knowledge of this.
35
I note former Leadman Kenny’s unrebutted testimony that in late April or early May
2017, Foreman Quieri came by with a sheet indicating which employees should attend one of
the three company meetings concerning unionization. When Quieri informed Kenny, Kenny
saw that the sheet had certain names in boldface, including his, Hudson’s, and Domaradski’s.
Kenny asked why his name was in bold, and Quieri replied, “Well, because you’re a union 40
initiator.”17

16 Krawjeski testified (at Tr. 669) that Hudson was nicknamed “The President” because he organized most
of the employees.
17 Tr. 180.
JD–19–19
15
Prior to the February 8, 2018 layoffs, Hudson performed welding. A certified welder,
he had a reputation for being one of the best welders, as Bush, Domaradski, Kenney,
Krajewski, and Thompson testified;18 and Sheidel, who supervised Hudson for most of his
tenure with the Company, considered him an “outstanding” welder.19 When Howe was asked 5
about Hudson’s performance as a welder, he agreed that Hudson was one of the most talented
welders but that he was not the most productive, adding that Hudson was “often distracted
….,”20 without explaining what he meant.
Before the layoffs, Charles Braswell (Braswell) was the full-time saw person, 10
operating the large or band saw for cutting heavier-gauge steel, and a smaller saw (the cold
saw) (jointly called “the saw”). He was assisted by temps. After he was laid off, Thompson,
a welder/fitter, mainly ran the saw; Rob Showler operated the main saw on a couple of days.
Hudson, Kenney, Krajewsk, and Scheidel, all testified that operating the saw is not skilled
work, with Kenny considering it the “lowest job.”21 Consistent with their testimony, Garcia 15
testified that training for the big saw is “not that involved” and primarily consists of knowing
how to read a tape measure.22 In this regard, Foreman Scheidel assigned less experienced and
lower skilled welders to run the saws when he needed someone to operate them.
Braswell did not return from layoff. Thompson returned to welding/fitting upon his 20
recall. When Hudson was called back and reported to work on April 6, Supervisor Garcia
told him that he would be working in bay 1 under Supervisor Norway. Hudson responded
that he had always worked in bay 5 and asked why he was going there. Garcia did not give
him a direct response. When Hudson reported to Norway, he asked what he would be doing,
and Norway replied the saw. Hudson responded that was ironic because he had gotten a zero 25
rating on the saw. Norway replied that they all knew that he could work the saw. Hudson
considered this assignment a punishment because the saw was an easy job not requiring skill.
He had operated the bandsaw only two or three times for 20-30 minutes each within the first
year of his employment but never thereafter.
30
Hudson’s reference to a zero rating on the saw referred to ratings that the Company
assigned to various employees per category of work when it was proposing to lay off
employees based on their skills and abilities (see R. Exh. 6).23 In each of 16 operations in the
shop, employees received a rating of 5 if they were deemed capable of performing the work
without any training, a rating of 3 if they required only a reasonably brief period of training, 35
and a rating of 0 if they needed a week or more of reasonable training. Hudson received a
zero rating in all 15 work classifications other than weld b, including, inter alia, saw,
machining, weld a, assembly, assembly eFab, material, and paint. At negotiations, Hudson

18 Domaradski and Krajewski testified that Hudson’s nickname is “Golden Rod.” Tr. 808, 675.
19 Tr. 532.
20 Tr. 1237.
21 Tr. 229.
22 Tr. 1414.
23 Howe testified that he rated Hudson a zero because he had “never operated the saw in a production
manner.” Tr. 1215.
JD–19–19
16
expressed displeasure at his ratings. I note that Howe testified in an equanimous manner
throughout his long testimony, with the exception of showing irritation in his voice and
manner when he testified about Hudson’s protest over his ratings.
Welder Bush has never had to work the saw, and he testified that no fulltime welder 5
other than Hudson has been assigned to work them for an extended period. Bush testified
about a conversation with Norway shortly after his recall from layoff, in Bush’s new work
area in bay 1. Bush asked why Hudson was on the saw. Norway replied that Gino (last name
unknown), the floating temp, did not know how to use the saw so they would just keep
Hudson on it. However, Domaradski testified that after Hudson was injured in July while 10
operating the saw, Gino ran the saw as well as welded. Norway did not rebut Bush’s and
Domaradski’s testimony, and I credit them.
Originally, either Garcia or Norway told Hudson that he would be on the saw for 2
weeks, but he ended up on it until August 13 (see GC Exh. 64, Hudson’s labor detail reports). 15
During this period, Bush, Domaradski, Gino, Krajewski, and Scott Rammacher all performed
welding.
Garcia testified that he, Fess, and Norway discussed with Voigt the placement of
employees after they returned from layoff, to maximize efficiency and to afford some 20
employees an opportunity to expand their skill sets and be more versatile. These included
Bush, who went from a conveyor welder to a fitter/welder; Krajewski, who was given an
opportunity to work in paint; Mario Rojas, who moved from doing welding in building 1 to
do welding on larger structures in building 5; Rulov, who went from a fitter to a finder-fitter;
and Hudson. Garcia was aware that Bush and Rojas had requested such changes in their 25
assignments. Other than Hudson, all of them continued to perform at least some welding
work after they were recalled. Garcia testified that he advocated putting Hudson on the saw
because Hudson had experience in welding and assembling, but he had not personally seen
Hudson work on the saw.24
30
I credit the follow unrebutted testimony of witnesses for the General Counsel. When Hudson
returned from the layoff he was aware that all other welders and fitters were working overtime
and he asked Norway if he could also work overtime. Norway replied that he had not been
approved yet for Hudson to work overtime. Hudson asked Norway again for overtime during
the first couple of weeks that he was back and received the same response. Overtime was 35
offered to welders after the recalls from layoff. A couple of months after the recall,
Thompson was assigned to work the cold saw for a couple of days, while Hudson operated the
main saw. Thompson was permitted to work overtime on those occasions.
Fricano’s Suspension—8(a)(1) and (5)40
Fricano has been a paint finisher for the Company for over 7 years. On October 23,
2017, he was assigned to paint a finder bed. He and the whole paint crew put it on a forklift
and pulled it into the paint booth. Fricano was preparing to paint with the forklift inside

24 R. Exh. 6 contradicts Garcia’s testimony since Hudson received a zero in assembly.
JD–19–19
17
when, at Voigt’s request, Howe came to the paint booth. He asked Fricano what he was doing
and if he felt that painting with the fork truck inside was safe, “And [Fricano’s] eyes doubled
in size as he glared at me and immediately began to accuse other people of telling him to do
it.”25 Fricano agreed it was unsafe and took out the forklift before painting.
5
Two days later, Voigt approached Fricano and told him to come to the main office, to
ask him some questions about the incident. Fricano then asked for a steward or a
representative (he was uncertain if he used the word “union”), to which Voigt responded that
he did not need that because they were just going to ask him a few questions about what had
happened.26 In a conference room in the office, Williams handed Fricano General Counsel’s 10
Exhibit 19, an unpaid suspension for 3 days for an egregious violation of health, safety, or fire
codes that could have resulted in severe injury to him and others. She stated that he would be
terminated the next time and asked him to sign the warning. He refused and notated a
disagreement. During the course of the meeting, Fricano asked for Howe, who came to the
conference room. Howe stated that management had already made the decision and that he 15
could not do anything about it. In the past 6 months, Fricano had received one discipline—a
coaching note or written warning for insubordination.
Turning to the discretionary discipline allegation concerning Fricano and Bush, the
Company’s employment manual (GC Exh. 23 at 50–51) sets out disciplinary policies and 20
distinguishes between “major” and “general” offenses. Major offenses include such
misconduct as possession or consumption of intoxicants, acts of violent, harassing or
interfering with coworkers in the performance of their duties, theft or intentional damage to
company equipment, insubordination, and damaging equipment. These are grounds for
immediate dismissal. “General” offenses are listed as misconduct such as non-compliance 25
with plant safety rules, use of obscene or threatening language, and repetitive tardiness or
absenteeism. For general offenses, a disciplinary action sequence is set out as: (1) verbal
warning (with a written memo in the employee’s file) for a first offense; (2) written warning
for a second offense; (3) written warning and 3-day suspension without pay for a third
offense; and (4) termination for the fourth offense. Following this sequence is a note: 30
“Penalties imposed as a result of infractions of our rules may be modified by the Company
when extenuating circumstances are found.”
Bertozzi is the final decision maker on all disciplines, after input from the supervisor
and Semsel of HR, who checks the file for prior disciplines and determines the appropriate 35
level of discipline to be imposed. A supervisor’s recommendation for discipline is normally
accepted.
Prior to October 9, 2017, Rosaci was informed that Krajewski had been disciplined
without notification to the Union. That day, Rosaci requested copies of all disciplinary 40
actions issued to bargaining unit employees, and the basis of the discipline imposed, since the

25 Tr. 1249 (Howe).
26 The Respondent (R. Br. 16) points to certain inconsistencies between Fricano’s testimony and his
affidavit, but their substances are not necessarily inconsistent, and they therefore do not undermine his
credibility.
JD–19–19
18
Union’s certification (GC Exh. 15). He stated that this constituted a standing request for
notification of future disciplinary actions and the bases for such, as well as a request to
bargain prior to their imposition.
Schroder responded on October 11 (GC Exh. 16), stating that the Company was 5
gathering the information that he requested. She further said that there had been no unilateral
changes in the Company’s disciplinary practices since the certification and that the status quo
as per the handbook (with progressive discipline) and the code of conduct (including past
practice on implementation of steps) would continue to be followed until there was an
agreement with the Union to the contrary. The code of conduct is not in the record.10
Rosaci on November 10 (GC Exh. 17) requested to meet and negotiate employee
discipline prior to its issuance, stating that the Union’s review of the Company’s policies and
actions indicated that the Company exercised discretion in issuing discipline.
15
At around this time, the Company furnished to the Union a copy of the discipline that
it had imposed against Fricano, as well as copies of two others for safety violations (GC Exhs.
20, 21). In the first, Pauley, a painter, received a written warning on November 9 for unsafely
operating a crane, resulting in damage to company property and endangering the safety of
coworkers in the area. In the preceding 6 months, Pauley had received 5 disciplines, 20
including a final written warning, one of which was for a safety violation. In the second,
Supervisor Norway received a written warning on November 14 for improperly tacking
equipment, causing the tacked-on piece to break off and endangering coworkers in the area.
He had received no prior disciplinary action for the past 6 months.
25
At around this time, in a bargaining session, Rosaci brought up the discipline issued to
Krajewski and said that it was inappropriate to give him discipline in the circumstances,
considering his inexperience and the nature of the assignment. Bertozzi responded that the
Company had considered giving him a verbal warning but had decided to give him a written
warning. They discussed a number of other disciplines, copies of which the Company had 30
furnished to the Union after their issuance. Bertozzi stated that the Company did not
“discipline everybody for everything,” and give warnings to everybody for everything and
“we let some of them go.”27 Rosaci conceded that Howe responded to most of the Union’s
questions on the discipline, such as whether the employee had received training and the
amount of any damage.35
Howe testified that he, Bertozzi, and Voigt discussed how to discipline Fricano,
including termination, but decided on a suspension based on the Company’s progressive
discipline policy. Thus, although Fricano had some write-ups in his folder, none of them
were for safety violations, and it was unusual for Fricano to be so careless. Accordingly, 40
“[W]e decided to exercise some discretion and landed on a suspension.”28 Howe later added
that they believed that they had grounds to terminate him but decided to be lenient and instead
suspend him. Bertozzi’s testimony comported with Howe’s. Thus, Bertozzi testified that he

27 Tr. 62–63 (Rosaci). Bertozzi did not deny making such statements.
28 Tr. 1250.
JD–19–19
19
looked back at Fricano’s prior disciplines as per the Company’s procedure and found a
written warning for insubordination and that in conjunction with the egregiousness of
Fricano’s safety violation, “[F]rankly, we should’ve terminated him but we didn’t.”29 I
discussed earlier Bertozzi’s testimony about his decision to suspend Bush.
5
General Counsel’s Exhibits 59–61 are other disciplines that the Company has issued
for safety violations:
(1) A written warning in August 2011, for deliberately tampering with settings on
a machine on which a fellow employee was working, horseplay, and a safety 10
violation that could have resulted in injury;
(2) A written warning in November 2011, for having a high-pressure bottle
unsecured to a weld machine, which fell over (“extremely dangerous”); and
(3) A suspension in December 2017, to Norway, for welding in an area near the
paint booth that was within an unsafe distance, creating a potential safety 15
hazard that could have resulted in severe injury to him and others. The
previous month, he had received a written warning for a safety violation.
Analysis and Conclusions
20
Bush and Hudson—8(a)(3) Allegations
The following analysis applies to all 8(a)(3) allegations in the complaint, including the
January 2018 layoffs of 10 shop employees and the delay in providing performance reviews
and wage increases, which I will later discuss.25
In cases in which the issue is the motive behind an employer’s action against an
employee (was it legitimate or based on animus on account of the employee’s union or
protected concerted activities?), the appropriate analysis is provided by Wright Line, 251
NLRB 1083 (1980), enfd. 662 F.2d 899 (1st Cir. 1981), cert. denied 455 U.S. 989 (1982). 30
See Auto Nations, Inc., 360 NLRB 1298, 1301 (2014), enfd. 801 F.3d 767 (7th Cir 2015).
Under Wright Line, the General Counsel has the burden of establishing that the
employee's protected activity was a motivating factor in the adverse employment action. The
elements commonly required to support such a showing are union or other protected activity 35
by the employee, employer knowledge of that activity, and antiunion animus on the part of the
employer. East End Bus Lines, Inc., 366 NLRB No. 180 (2018), slip op. at 1; see Allstate
Power Vac., Inc., 357 NLRB 344, 346 (2011), citing Willamette Industries, 341 NLRB 560,
562 (2004); see also Austal USA, LLC, 356 NLRB 363, 363 (2010).
Once the General Counsel makes that showing, the burden of persuasion “shift[s] to 40
the employer to demonstrate that the same action would have been taken even in the absence
of the protected conduct.” East End Bus Lines, Inc., above, slip op. at 1; Allstate Power Vac.,
above at 346 (quoting Donaldson Bros. Ready Mix, Inc., 341 NLRB 958, 961 (2004); see also

29 Tr, 1667.
JD–19–19
20
Austal USA, above at 364. To establish this affirmative defense, “An employer cannot simply
present a legitimate reason for its action but must persuade by a preponderance of the
evidence that the same action would have taken place even in the absence of the protected
activity.” Consolidated Bus Transit, 350 NLRB 1064, 1066 (2007), quoting W. F. Bolin Co.,
311 NLRB 1118, 1119 (1993), petition for review denied 70 F.3d 863 (6th Cir. 1995), enfd. 5
mem. 99 F.3d 1139 (6th Cir. 1996).
Where the General Counsel makes a strong showing of discriminatory motivation, the
employer's defense burden is substantial. East End Bus Lines, Inc., above, slip op. at 1; see
also Bally's Park Place, Inc., 355 NLRB 1319, 1321 (2010) (reversing judge and finding
violation because judge “did not consider the strength of the General Counsel's case in finding 10
that the Respondent met its Wright Line rebuttal burden”), enfd. 646 F.3d 929 (D.C. Cir.
2011); NLRB v. CNN America, Inc., 865 F.3d 740, 759 (D.C. Cir. 2017).
Initially, I note that the Respondent’s counsel has pointed out (R. Br. 113) that the
Company had knowledge that numerous employees actively supported the Union and yet has
never taken any adverse actions against many of them. Thus, some of the known union 15
adherents were not among those laid off, and some even received work assignments that they
desired.
However, this fact does not serve as evidence that the Company’s actions against the
alleged discriminatees were not motivated by antiunion animus. The Board, with approval by 20
the courts, has long held that an employer’s unlawful discrimination against some union
supporters and activists is not negated simply because the employer did not discriminate
against all union supporters. Handicabs, Inc., 318 NLRB 890, 897–898 (1995), enfd. 95 F.3d
681 (8th Cir. 1996); Nabors, W.C. Co., 89 NLRB 538, 541–542 (1950), affd. 196 F.2d 272,
276 (5th Cir. 1952), cert. denied 344 U.S. 865 (1952); see also Rust Engineering v. NLRB, 25
445 F.2d 172, 174 (6th Cir. 1971) (“The punitive lay off of a single dissident may have—and
may be intended to have—an in terrorem effect on others. . . .”); NLRB v. Shedd-Browning
Mfg. Co., 213 F.2d 163, 175 (7th Cir. 1954), citing NLRB v. Link-Belt Co., 311 U.S. 584, 602
(1941) (discouragement of protected activity may be effected by making some employees “an
example.”). In sum, selective discrimination has a naturally chilling effect on all employees, 30
and discriminatory conduct need not affect all prime union activists. See, e.g., Glenoaks
Convalescent Hospital, 273 NLRB 488, 491 (1984); NLRB v. Challenge-Cook Brothers of
Ohio, Inc., 374 F.2d 1147, 1152 (6th Cir. 1967); W.C. Nabors Co., 196 F.2d 272, 276 (5th
Cir. 1952), cert. denied 344 U.S. 865 (1952).
35
Furthermore, as to all three 8(a)(3) allegations, I draw an inference that they were
motivated by animus based on Voigt’s threats of adverse consequences to George and
Thompson in January 2018, and Rulov in April 2018, for their support of the Union, and his
telling Thompson in January 2018 that employees who supported the Union would be laid off.
See East End Bus Lines, above at slip op. 9, in which the Board stated that 8(a)(1) violations 40
occurring close in time to an adverse action against an employee are “particularly relevant” as
far as showing unlawful motivation. See also St. Mary Medical Center, 339 NLRB 381,
381(2003) (“Animus can be inferred from the 8(a)(1) violations found by the judge.…”).
Bush’s Suspension45
JD–19–19
21
The sole basis for Bush’s 3-day suspension without pay was the incident on December
21, 2017, involving the F.A.G. box. Bush engaged in union activity both at and away from
the facility, and Director Howe, Foreman Scheidel, and Plant Manager Voigt knew of his
support for the Union; on the day of the suspension, Bush testified without controversion that
Voigt saw him wearing a union shirt. Animus is inferred from Voigt’s statements, described 5
above.
Animus against Bush can also be inferred from the following:
(1) The Respondent failed to conduct a full and fair investigation (see Hewlett 10
Packard Co., 341 NLRB 492, 492 fn. 1 (2004); Firestone Textile Co., 203
NLRB 89, 95 (1973)), and did not even interview Bush or afford him an
opportunity to defend against the accusation of harassment. See Joseph
Chevrolet, Inc., 343 NLRB 7, 8 (2004); Tubular Corp. of America, 337 NLRB
99, 99 (2001).15
Thus, the Respondent did not interview either Bush or Domardaski—the coworker
directly involved in the incident—before making the decision to issue Bush the suspension.
The Respondent did not provide the testimony of either Voigt or Kraebel, or any witness to
what occurred; the testimony of either Semsel or Williams of HR; or any documentation 20
showing an investigation. In this regard, Voigt told Bush that he was not behind the
suspension, so who, if anyone, complained about Bush’s conduct, and what was reported,
remains unknown.
(2) Related to this, the Respondent did not follow its own stated disciplinary 25
procedures and policies. See Fayette Cotton Mill, 245 NLRB 428 (1979);
Keller Mfg. Co., 237 NLRB 712, 713–714 (1978).
The Company’s employee manual specifically states that any reported allegations of
discrimination or harassment “will be investigated promptly, thoroughly and impartially. The 30
investigation may include individual interviews with the parties involved and, where
necessary, with individuals who may have observed the alleged conduct or may have other
relevant knowledge.” Yet, neither Bush nor Domaradski were even interviewed.
(3) The Respondent treated Bush disparately vis-à-vis other employees who have 35
engaged in more egregious conduct yet received lesser disciplines. See Arigas
USA, LLC, 366 NLRB No. 104, slip op. at 1 (2018); Comaco Lorain Mfg.
Plant, 356 NLRB 1182, 1185 (2011).
Even according to Bertozzi, who made the decision to suspend Bush, Bush’s conduct 40
did not entail any threats or aggressive conduct toward any coworker. Yet, an employee who,
in March 2017, apparently used an obscenity to a coworker and kicked garbage at him
received only a coaching note (verbal warning, the least severe level of discipline). The same
discipline was issued in December 2017 to an employee who became “aggressive” and
threatened to “kick another co-workers[sic] ass.” Finally, although there is no documentation 45
in the record, Garcia testified that he recommended a written-write up for Rulov for making a
JD–19–19
22
gesture that a coworker felt was “an offensive physical contact.” Moreover, in those
situations, the affected coworkers apparently complained, whereas Domaradski did not. I
realize that it is not my prerogative to second-guess how the Respondent decides to discipline
types of misconduct, but one must question why employees who engaged in expressly
threatening and offensive behavior received lesser discipline, only verbal warnings in two 5
cases, whereas Bush received the most severe discipline short of termination.
I now turn to whether the Respondent has rebutted the General Counsel’s prima facie
case. I will first address the Respondent’s defense that Bush’s suspension was consistent with
discipline issued to other employees who have violated the anti-harassment policy. The 10
Respondent cited two cases where employees received a 3-day suspension, one in May 2016,
the other in December 2017. In both, the suspended employee used overtly racial or ethnic
slurs to coworkers (“gooks,” “chigger,” “polack”), who obviously took umbrage. In contrast,
Bush’s remark was ambiguous and not expressly homophobic—he did not use the word “fag”
or any other derogatory term—and Domaradski took no offense.15
Bush was providing Domaradski with a heavy-duty box that he wanted to use in his
work. In giving him the “F.A.G.” box, Bush set it down and simply said jokingly, “Here’s
your box.” Domaradski found it humorous and laughed. He certainly was not harassed,
either subjectively or objectively speaking. Even according to the narrative in the suspension 20
notice, Bush simply held up the box, approached Voigt and pointed to the box and
Domaradski, and said, “Look what I have. It’s Rob’s tool box. . . .” The innocuousness of
Bush’s conduct on this record did not justify any kind of discipline, let alone a 3-day
suspension without pay.
25
Accordingly, I conclude that the Respondent has not rebutted the General Counsel’s
prima facie case and that its suspension of Bush violated Section 8(a)(3) and (1) of the Act.
JD–19–19
23
Hudson’s Assignment and Denial of Overtime
Hudson initiated the Union’s organizing campaign among the employees, served as
the Union’s observer at the election, was on the Union’s negotiating team, participated in
union demonstrations outside the facility, and openly wore union insignia at work. Foreman
Scheidel knew of Hudson’s open support for the Union, and Director Howe conceded at trial 5
the Company’s knowledge of this. The element of animus is satisfied by Voigt’s statements
to employees threatening retaliation for their union support, as described earlier.
Accordingly, the General Counsel has set out a prima facie case of an 8(a)(3) violation.
I now turn to whether the Respondent has rebutted the General Counsel’s prima facie 10
case regarding Hudson’s assignment to the saw. Prior to the February 8, 2018, Hudson, a
certified welder, performed welding and had a reputation for being one of the best welders.
He had practically no experience working the saws, which was considered the work in the
shop requiring the least amount of skill and to which less experienced and lower skilled
welders were assigned when welders were needed to operate them. 15
No fulltime welder other than Hudson has been assigned to work the saw. After the
recall, all other welders continued to perform welding work, as did Gino, a temporary
employee. When Bush asked Supervisor Norway why Hudson was on the saw, Norway
replied that Gino did not know how to use the saw. However, after Hudson was injured in 20
July while operating the saw, Gino ran the saw as well as welded. Among the regular
welders, Thompson was the only one assigned to work the saw during this period; he worked
the small saw for a couple of days a couple of months after the recall, while Hudson operated
the large saw.
25
Supervisor Garcia unsuccessfully attempted at trial to paint Hudson’s assignment to
the saw as a benefit rather than as an adverse action. Thus, he testified that he, Voigt, and the
other supervisors discussed the placement of employees after they returned from layoff, to
maximize efficiency and to afford some employees an opportunity to expand their skill sets
and be more versatile. However, of the other four employees who were given new 30
assignments after the layoff, three were afforded opportunities to enhance their skills as
welders, and the fourth (Krajewski) was given the opportunity to work in the paint
department. All of them continued to perform at least some welding work. Garcia testified
that he advocated putting Hudson on the saw because Hudson had experience in welding and
assembling, but he had not personally seen Hudson work on the saw. However, Respondent’s 35
Exhibit 6 contradicts Garcia’s testimony that Hudson had experience in assembling. Indeed,
if the Respondent wanted to give Hudson a wider range of skills to enhance his abilities as an
employee, he could have been assigned to another type of work that required skill, as was
Krajewski, not the least-skilled work in the shop. In sum, Hudson’s assignment to the saw
can scarcely be described as an “opportunity;” rather, he properly characterized it as 40
“punishment.”
Accordingly, I conclude that the Respondent has failed to rebut the General Counsel’s
prima facie case and that Hudson’s assignment to the saw violated Section 8(a)(3) and (1) of
the Act.45
JD–19–19
24
As to the denial of overtime, Hudson repeatedly requested overtime from Norway
when he returned from layoff and was assigned to the saw. Norway responded that Hudson
was not approved to work overtime. However, overtime was offered to welders after the
recall. Most significantly, when Thompson operated the cold or small saw for a couple of 5
days, while Hudson operated the main saw, Thompson was permitted to work overtime.
Accordingly, I conclude that the Respondent has failed to rebut the General Counsel’s
prima facie case and that Hudson was denied overtime in violation of Section 8(a)(3) and (1)
of the Act.10
Fricano’s Interview
Pursuant to NLRB v. J. Weingarten, 420 U.S. 251 (1975), the Board has held that an
employee has a right to union representation in an investigative interview when the employee
reasonably believes the interview may result in discipline. Here, Howe’s testimony clearly
revealed that Fricano knew on October 23, 2017, that he had committed a serious safety 15
offense. Thus, when Howe came over to Fricano and in essence told him that what he was
doing was unsafe, “[H]is eyes doubled in size as he glared at me and immediately began to
accuse other people of telling him to do it.”
Therefore, when Voigt told Fricano to come to the main office to answer some 20
questions about the incident, Fricano had reasonable cause to believe that the interview might
result in discipline. Fricano was uncertain if he used the word “union” when he asked for a
steward or a representative, but that does not affect the validity of his request: “Board law is
clear that ‘[n]o magic or special words are required [to trigger a Weingarten request]. . . . It is
enough if the language used by the employee is reasonably calculated to apprise the 25
[e]mployer that the employee is seeking such assistance.’” Circus Circus Casinos, Inc., 366
NLRB No. 110, slip op. at 1 (2018), citing Houston Coca Cola Bottling Co., 265 NLRB 1488,
1497 (1982); see also Consolidated Edison Co. of New York, 323 NLRB 910, 916 (1997).
Accordingly, the Respondent violated Section 8(a)(1) when Voigt denied Fricano’s 30
request to have a union representative present at an interview that he reasonably thought could
result in discipline (and in fact did), and then proceeded with the interview.
Discretionary Discipline
35
The testimony of both Bertozzi and Howe, and documents of record, establish that the
Respondent does exercise considerable discretion in determining what discipline is
appropriate in a particular situation. Discretionary discipline is a mandatory subject of
bargaining. Total Security Management Illinois1, LLC, 364 NLRB No. 106, slip op. at 10
(2016), wherein the Board set out a new policy concerning bargaining over employee 40
discipline. It held that an employer must provide the union with notice and an opportunity to
bargain over the discretionary aspects of its decision before imposing serious discipline
(absent a showing that the employee’s continued presence at work presented an imminent
danger to its business or employees). It stated that an employer need not await an overall
impasse in bargaining before imposing discipline, provided that it exercises its discretion 45
JD–19–19
25
within existing standards and procedures; however, it still must continue to bargain over its
action, including the possibility of rescinding it, until reaching agreement or impasse. Ibid,
slip op. at 12.
The Board has not yet applied Total Security in any subsequent decisions, so its 5
interpretation remains in uncharted territory. In any event, the Respondent did not engage in
any bargaining with the Union before it issued suspensions to Bush and Fricano, and it
thereby violated Section 8(a)(5) and (1).
February 8, 2018 Layoffs—8(a)(3) and (5)
10
Since 2001, there were three major layoffs prior to 2018, occurring in 2001, 2009, and
2015. Bertozzi testified that all three were due to the status of the Company’s business
operations. In 2001, 15–20 employees were laid off, apparently on a temporary basis (see R.
Exh. 25); the breakdown between shop and office (engineering or purchasing departments) is
unknown. In 2009, approximately 20 people were laid off for lack of work orders. About 15
half were in the office, including engineers; the other half were in the shop. On January 8,
2015, there was a permanent layoff of 10 shop employees and seven office employees (see
GC Exh. 38 at 1–2).
Concerning the February 8, 2018 layoffs of 10 shop employees, Howe testified that 20
the Respondent had a slowdown in bookings in the fourth quarter 2017 and the one large
booked job was in Canada, where most of the work was going to be subcontracted to local
businesses. The Company realized around Labor Day 2017 that there would be less billable
work in the coming year and told the Union during negotiations that because of this, there
might be a layoff. 25
Rosaci recalled that the first time that the subject of layoffs was mentioned to the
Union was at the September 24, 2017 negotiations session, when Schroder stated that the
Company was going to have a layoff due to a sudden downturn in work. Rosaci asked the
extent and anticipated date. She replied, 8–12 employees, tentatively on either February 9 or 30
16, 2018. At subsequent meetings, the parties exchanged proposals, some oral and others in
writing, but reached no agreement.
In Respondent’s Exhibit 16, sent to the Union on February 2, 2018, Howe set out the
methodology that the Company was going to use for the planned layoff of shop employees by 35
skills and abilities in various categories of work, to ensure continued production during the
layoff.30 The Company anticipated the layoff to be 6–8 weeks. This became the basis of the
Company’s initial proposal to the Union.
Respondent’s Exhibit 2 consists of proposals and counter-proposals made between 40
January 24 and February 8 regarding the criteria that would be used for selecting employees
for layoff. As per the Company’s proposal to base layoffs on skills and abilities, a chart of

30 Unless otherwise specified, written communications between the Union and the Company outside of
negotiations were by email
JD–19–19
26
employees’ ratings was presented to the Union on February 1, designating 10 employees
necessary to run the shop regardless of their ratings (R. Exh. 6). The Union’s
counterproposals were for layoffs to be in order of least plantwide seniority, with recalls to be
by most such seniority.
5
The parties met on February 8. The Company informed the Union that 10 named
production employees were being laid off that day (see GC Exh. 40).31 They exchanged
proposals regarding the laid off employees, and Schroder stated that it was the Company’s
final proposal (see R. Exh. 2 at 11–14). It provided for layoffs to be in order of least seniority
within a classification and recalls to be by skill and ability. Laid off employees were to be 10
recalled no later than April 9, absent a drastic change in business circumstances. There were
also provisions regarding medical and other benefits to laid off employees. It is undisputed
that the parties did not bargain to agreement over the terms of the layoffs. Subsequently, two
employees were recalled prior to April 9; the rest on April 9.
15
George and Thompson testified about conversations with Voigt that bore on the
layoffs. Voigt did not testify thereon, George’s testimony was corroborated by notes he took
of their conversation (GC Exh. 41), and I find the following.
As described earlier, Voigt told George on January 10, 2018, that the Company had 20
“plenty of work” but was going to stage a layoff and then “bring in all new people.”
On February 8, 2018, the day of the layoffs, Thompson attended a union rally that
took place outside the facility during the lunch hour. After lunch, he was in his work area at
around 1:30 p.m. when Voigt came over. Voigt stated that he was “really pissed” because 25
people were blocking him from leaving the parking lot, yelling at him, and taking pictures of
his license plate.32 Thompson replied that he did not agree with that but that also did not
agree with the layoffs. Voigt responded that the same people who were laid off were the ones
who were going to keep on getting laid off.
30
Analysis and Conclusions
As to the 8(a)(3) allegation concerning the layoffs, I have already discussed how the
element of animus has been satisfied as far as the General Counsel making out a prima facie
case of discrimination. Specifically as to layoffs, Voigt told Thompson on January 25, 2018, 35
that employees who supported the Union would be laid off. Furthermore, on the day of the
layoffs, after Voigt complained about the union rally outside the facility, he told Thompson
that the people who were laid off were the same ones who were going to keep on being laid
off. Such statement implicitly suggested that certain employees were targeted to be laid off,
both then and in the future. On January 10, 2018, George asked Voigt if the Company was 40
busy, to which Voigt responded, “Yes, we have plenty of work, don’t worry, you know, we’re
busy.” George then sad, “Oh, so it’s only by design that we’re slow?,” and Voigt replied,

31 In addition, Domaradski would be deployed to shipping and handling based on company needs.
Scheidel was also laid off that day.
32 Tr. 354.
JD–19–19
27
“Yeah, we’re just taking it in the ass until all this goes away.” He further stated that once the
Company started to ramp up again, they would bring in all new people.
Threats by supervisors of job loss due to employees’ union activity support a finding
that a subsequent relocation of operations or contracting out of operations, ostensibly for 5
business reasons, was unlawful. See Taylor Machine Products, 317 NLRB 1187, 1187,
1212–1214 (1995), enfd. in relevant part 136 F.3d 507, 515 (6th Cir. 1998); Jays Foods, Inc.,
228 NLRB 423, 423, 429–430, 433 (1977), enfd. as modified 573 F.2d 438, 442–443, 445–
446 (7th Cir. 1978), cert. denied 439 U.S. 859 (1978). See also Turnbull Cone Baking Co. v.
NLRB, 778 F.2d 292, 297 (6th Cir. 1985) (enfg. 271 NLRB 1320 (1984) (where an 10
employer’s representative has announced an intent to retaliate against an employee for
engaging in protected activity, the Board has before it “especially persuasive evidence” that a
subsequent adverse action was unlawfully motivated), cert. denied, 476 U.S. 1159 (1986);
L’Eggs Products, Inc. v. NLRB, 619 F2.d 1337, 1343 (9th Cir. 1980), affg. in relevant part,
236 NLRB 354 (1978).15
The fact that there were prior layoffs of shop employees and that they might have been
necessitated by legitimate business considerations does not bear on the legitimacy of the April
2018 layoffs, which must be independently evaluated.
Howe testified that the Respondent had a slowdown in bookings in the fourth quarter
2017 and the one large booked job was in Canada, where most of the work was going to be 20
subcontracted to local businesses. The Company realized around Labor Day that there would
be less billable work in the coming year and told the Union during negotiations that because
of this, there might be a layoff.
However, the Respondent failed to produce any documentation solely in its possession 25
that would have supported Howe’s testimony and substantiated its claim of economic
justification for the layoffs. This undermines the Respondent’s economic defense and
warrants drawing an adverse inference that if such records had been produced, they would not
have been favorable to the Respondent. Reno Hilton, 282 NLRB 819, 842 (1987); Welcome-
American Fertilizer Co., 169 NLRB 862, 870 (1968), enf. denied on other grounds 443 F.2d30
19 (9th Cir. 1971); see also Auto Workers v. NLRB, 459 F.2d 1329, 1336–1337 (D.C. Cir.
1972). As the Supreme Court observed in Interstate Circuit v. U.S., supra at 225–226, with
respect to witness testimony rather than documentary evidence, “The production of weak
evidence when strong evidence is available can lead only to the conclusion that the strong
would have been adverse.”35
I therefore conclude that the Respondent has failed to rebut the General Counsel’s
prima facie case that the layoffs were motivated by animus and that the layoffs violated
Section 8(a)(3) and (1).
As to the 8(a)(5) allegation, layoffs are a mandatory subject of bargaining. Thesis 40
Painting, Inc., 365 NLRB No. 142, slip op. at 1 (2017); Eugene Iovine, Inc., 353 NLRB 400
(2008), reaffirmed 356 NLRB 1056 (2011), affd. 371 Fed. Appx. 167 (2nd Cir. 2010), vacated
on other grounds 562 U.S. 956 (2010); Tri-Tech Services., Inc., 340 NLRB 894, 894 (2003).
JD–19–19
28
Even if the Respondent had a past practice of instituting economic layoffs due to lack of
work, the advent of the Union removed its unilateral discretion with respect to layoffs, and it
still had an obligation to bargain with the Union over them. Eugene Iovine, above; Adair
Standish Corp., 292 NLRB 890, 890 at fn. 1 (1989), enfd. in relevant part 912 F.3 854 (6th
Cir. 1990); see also Falcon Wheel Div., L.L.C., 338 NLRB 576, 576–577 (2002). 5
Where the parties are engaged in negotiations for a collective-bargaining agreement,
an employer’s obligation to refrain from unilateral changes extends beyond the mere duty to
provide notice and an opportunity to bargain about a subject matter. Instead, it encompasses a
duty to refrain from implementation at all, absent overall impasse on bargaining for the 10
agreement as a whole, with two limited exceptions—economic exigency or where the union
has attempted to delay bargaining. Bottom Line Enterprises, 302 NLRB 373, 374 (1991),
enfd. mem. sub nom. 15 F.3d 1087 (9th Cir. 1994), citing, inter alia, NLRB v. Katz, 369 U.S.
736, 743 (1962); see also, e.g., Alaris Health at Rochelle Park, 366 NLRB No. 86, slip op. at
1 fn. 4 (2018). This applies to bargaining over an initial contract. Lawrence Livermore 15
National Security, LLC, 357 NLRB 203 (2011); Northwest Graphics, Inc., 343 NLRB 84
(2004); Vincent Industrial Plastics, Inc., 328 NLRB 300 (2001); RBE Electronics of S.D.,
Inc., 320 NLRB 80 (1995).
This obligation extends to layoffs and recalls. Lawrence Livermore National Security, 20
above; 357 RBE Electronics of S.D., above. The Respondent implemented the layoffs and
recalls without there having been an overall impasse in bargaining. Although the Respondent
contends in so many words that there were economic exigencies justifying an exception to the
normal rule (R. Br. at 78, et. seq.), the Respondent offered no documentation whatsoever and
thus failed to substantiate its evidentiary burden of establishing such. In this regard, the 25
Respondent first raised the subject of layoffs at negotiations in September 2017 and stated
that the planned effectuation date was in February 2018, approximately 5 months in the
future, indicating that no genuine economic emergency arose shortly before the layoffs.
Therefore, the layoffs violated Section 8(a)(5) and (1) as well.
30
Reviews and Wage Increases—8(a)(3) and (5)
A. History
The employee manual (GC Exh. 23 at 18) states that “[u]nder usual and appropriate 35
circumstances, employees should receive a performance review annually,” unless an
employee’s job responsibilities change substantially.
Through the years, Scheidel conducted periodical reviews as per the Company
manual,33 with a time interval sometimes more than 1 year. Prior to 2015, reviews were 40
given in the January–March period, with wage increases based thereon put into effect shortly
thereafter. Shop and office employees received both evaluations and increases in the same
timeframe.

33 See GC Exhs. 46–52 as examples. Employees are rated by category as: meets, exceeds standard, or
needs improvement.
JD–19–19
29
The process changed in January 2015, following the big layoff that month.
Management held a meeting with the remaining employees in the breakroom and explained
the Company’s financial situation and that the Company did not know how long it would take
for the order backlog to completely fill back up. The Company would proceed with annual 5
reviews in February/March but could not give increases at that time; hopefully, they could be
given later in the year.
In 2015, the Company’s financial situation improved by virtue of booking some orders
and increasing the backlog, so in August 2015, it proceeded with the wage increases. 10
In approximately January or February 2016, at a company-wide meeting in the
breakroom, Bertozzi stated that it was predicted that 2016 would be a slow year and that
henceforth reviews were going to be moved to the end of September or early October so that
the Company would have a better idea of what kind of year they had. 15
Reviews for the period from January 1–October 1, 2016 were given to all employees
in early October 2016, with raises effective the week ending October 8, 2016 (see GC Exh.
11, Schroder’s June 19, 2018 response to the Union’s request for information).
20
Thereafter, reviews for nonbargaining unit employees were conducted in November
and December 2017, but unit employees did not receive them until mid-April 2018, after they
returned from layoff. Bertozzi’s explanation for this difference was: (1) the shop was very
busy and late on a number of products, and the Company did not want anything to detract
from that direct labor; (2) the wage component to the unit employees’ reviews had to be 25
negotiated with the Union. Howe gave a similar explanation, that at the end of 2017: 34
[W]e were extremely busy, and as we were getting—as—as work was moving out of
engineering and out of the office more so into—and getting finished in the shop and
supply chain, we had opportunities to conduct those reviews with the professional 30
staff. The—the shop was slammed and—at the time—and so we decided to wait until
there was a better opportunity to conduct those with more time.
I note that in contrast to the direct and confident manner in which Howe testified in general,
this portion of his testimony was vague and hesitant. 35
Performance reviews are used to assess skill and ability and job performance, the
bases for wage increases. Generally, managers and Wendt (Sr. or Jr.) would arrive a wage
increase guideline or base percentage rate, based on the Company’s performance during the
rating period. If a supervisor or manager has wanted an individual to get more (or less), based 40
on merit or job changes, he could recommend to management a higher or lower percentage
increases. Scheidel submitted evaluations to Howe, in conjunction with his recommendation
that an employee receive a greater increase based on productivity longevity, pay comparison

34 Tr. 1258.
JD–19–19
30
with other employees, and attendance. Howe accepted about half of Scheidel’s
recommendations, adjusting or denying the remainder.
Joint Exhibits 2(a) and 2(b) are sample summaries of reviews and wage increases
received by unit employees and nonunit employees, respectively, with entries going as far 5
back as the 2002–2003 evaluation period.
B. Bargaining
The Union made an information request dated June 25, 2017, requesting, inter alia, 10
wages increases for the past 3 years for each employee (GC Exh. 4). The Company’s
response (GC Exh. 5), which Rosaci received on about July 17, showed that the last increases
were effective on October 3, 2016. At the November 3 bargaining session, Rosaci asked the
Company to conduct the annual reviews for 2017, as per the Union’s understanding of the
Company’s practice. He further requested that they be provided to the Union and that the 15
Union wished to bargain over the process and the wage amounts before they were
implemented. He received no response at that meeting and followed up 3 days later with a
written request for such (GC Exh. 6). Schroder responded on November 14 (GC Exh. 7),
stating that employee evaluations would occur “in due course as time and production
schedules permit as has been the Company’s past practice. As you are likely aware, the 20
Company’s history has not been regimented with regard to these items.”
At negotiations on May 8, 2018, the Company proposed a general wage increase of
3.42 percent retroactive to April 8, 2018 (see GC Exh. 8), the date evaluations were
completed. At the following session, the Union verbally proposed a 4 percent increase 25
retroactive to October 2017.
The Company responded in writing at the May 24 bargaining session (GC Exh. 9),
reiterating its original proposal and stating that if its proposal was not accepted on or before
June 20, the Company would rescind the retroactive portion of the proposal.30
According to Rosaci , the Union accepted the Company’s proposal, but he stated that
the Union still wished to bargain for the increased amount and retroactivity to October 2017,
and Schroder stated, “Fair enough. You can bargain for that.”35 Hudson and Greiner testified
that retroactivity was left open for further negotiations. Their version was consistent with 35
the subsequent communications of the Union’s attorney with Schroder, described below.
I credit Hudson and Greiner and Rosaci (to the extent that he testified retroactivity was
left open) and find that the Union requested further bargaining on retroactivity, over the
testimony of Howe, Dates, and Bertozzi that the parties agreed that such bargaining was 40
foreclosed. I base this on (1) the union attorney’s communications with the Company after
the meeting; (2) the stiltedness and unbelievability of Bertozzi’s testimony that at the May 24
session, he said, “So we’re done now? . . . . [T]he issue is closed,” and Rosaci said yes;36 and

35 Tr. 42.
36 Tr. 1645.
JD–19–19
31
(3) the lack of any mention of Dates’ attendance at the meeting in the Company’s notes. In
this respect, Dates’ testimony on the subject was conclusionary and lacking in detail, and
Bertozzi could not state for certain if Dates was at the May 24 meeting. Therefore, I cannot
be satisfied that he was actually present at the meeting or was told what was said after the
fact. 5
Shop employees ultimately received raises effective the week ending June 2, 2018,
retroactive to April 8, 2018.
C. Request for Information10
At the May 24 session, the Union asked for the dates that nonunit employees/office
personnel received wage increases because the Union understood unit employees usually
received them at the same time. This was one of the requests in the Union’s request for
information of May 29 (GC Exh. 10). In her response of June 19 (GC Exh. 11), Schroder15
replied, “The Union does not represent the salaried workforce.”
On June 22, Michael Evans (Evans), the Union’s attorney, reiterated the Union’s
request for such information (GC Exh. 12), stating that the Union understood that bargaining
unit employees historically were reviewed and received wage increases before non-bargaining 20
unit employees and that unit employees should receive wage increases retroactive to at least
the date that nonunit employees were given raises and reviews. He further stated that the
information was also needed for bargaining as per the Union’s stated desire to negotiate for
greater retroactivity.
25
Schroder replied on July 6 (GC Exh. 13), stating that the Union’s understanding was
incorrect and adding that the Union and the Company had reached agreement on retroactivity
and raises in bargaining, when the Union accepted the Company’s wage and retroactivity
offer.
30
The last communication on the subject was Evans’ response of July 11 (GC Exh. 14),
reiterating the request for the information and the reasons that the Union considered that
requested information relevant. He further stated that the parties had not reached any final
agreement regarding the wage increase; the Union had explicitly reserved the right to bargain
for future retroactivity, and Schroder had agreed that the Union could continue bargaining on 35
the issue (“Thus, the final retroactivity of the wage increase is still a live issue in
bargaining.”). The Respondent never provided the Union with this information.
JD–19–19
32
Analysis and Conclusions
8(a)(3) Allegation
An employer violates Section 8(a)(3) and (1) by suspending annual evaluations and 5
concomitant pay raises when motivated by antiunion animus. United Rentals, Inc., 350
NLRB 951 (2007); Grossen Co., 254 NLRB 339 (1981). Regional Home Care, Inc., 329
NLRB 85, (1999).
I previously concluded that the element of animus has been satisfied as far as the 10
General Counsel making out a prima facie case of discrimination. I now turn to whether the
Respondent has rebutted it.
Whereas reviews for nonbargaining units were conducted in November and December
2017, reviews for unit employees were not conducted until mid-April 2018, after they 15
returned from layoff. Bertozzi proffered two reasons for this difference in timing, neither of
which was believable. Firstly, he (and Howe) testified that the shop was very busy in late
2017, but the Respondent produced no records demonstrating this. In any event, it is hard to
see how preparing evaluations would have been so time-consuming for supervisors as to
interfere with the Company’s ability to conduct its business. Secondly, Bertozzi testified, the 20
wage component had to be negotiated with the Union. However, Fess and Garcia testified
that when they submitted their evaluations to Voigt in April 2018, they had no discussions
about wages, so that the evaluations could have been prepared earlier than the wage increase
phase.
25
Again, as with the business justification for layoffs, the Respondent failed to produce
any documentation showing that the volume of business in late 2017 was of such magnitude
that preparing shop employees’ evaluations would have been prejudicial to its operation,
undermining Bertozzi’s and Howe’s assertions and warranting an adverse inference. See
Reno Hilton, above; Welcome-American Fertilizer Co., above; Auto Workers v. NLRB, above.30
Therefore, I conclude that the Respondent failed to rebut the General Counsel’s prima
facie case and that the delay in giving unit employees evaluations and concomitant wage
increases violated Section 8(a)(3) and (1).
35
8(a)(5) Allegation
With respect to bargaining, Section 8(d) of the Act specifies wages as one of the
mandatory subjects of bargaining. Evaluations have the potential to affect the wage rate an
employee might receive and therefore are also a mandatory subject of bargaining, requiring 40
negotiating any changes. Weyerhaeuser NR Co., 366 NLRB No. 169 (2018), citing Saginaw
Control & Engineering, 339 NLRB 541 (2003).
Prior to the Union’s certification, the Respondent did not always follow the policy
enunciated in the employee manual that employees receive annual reviews absent unusual 45
JD–19–19
33
circumstances. However, in prior years, wage increases based thereon were put into effect
shortly after the employees were presented with them. Nothing in the record demonstrates
that shop employees and office employees were treated differently as far as the timing of their
evaluations and increases. In the most recent year prior to the certification, reviews for the
period from January 1–October 1, 2016, were given to all employees in early October 2016, 5
with raises effective the week ending October 8, 2016. However, whereas reviews for
nonbargaining units were conducted in November and December 2017, reviews for unit
employees were not conducted until mid-April 2018, after they returned from layoff.
It is well settled that an employer has the duty to proceed as it would have done had a
union not been on the scene. KDEN Broadcasting Co., 225 NLRB 25, 26 (1976); see also 10
Eastern Maine Medical Center, 253 NLRB 224, 242 (1980), enfd. 658 F.2d 1 (1st Cir. 1981).
Accordingly, an employer’s obligation to maintain the status quo sometimes entails an
obligation to make changes, when those changes are an established part of the status quo, such
as when an employer has an established practice of granting employees a 1-percent increase
in wages on their anniversary date. Total Security Management, above, slip op. at 4 (2016); 15
citing Southeast Michigan Gas Co., 198 NLRB 1221 (1972), affd. 485 F.2d 1239 (6th Cir.
1973).
Therefore, the Respondent was obliged to provide unit employees with evaluations
during the same period that it did so for the shop employees, in late 2017, and to grant them
wage increases within a short-time thereafter. Instead, it did not evaluate them and give them 20
such until April 2018. By this conduct, the Respondent’s conduct violated Section 8(a)(5)
and (1).
Regarding the bargaining over wage increases, Rosaci at the bargaining session on
November 3 asked the Company to conduct annual reviews for 2017 for unit employees, and
he requested bargaining over the process of evaluating unit employees and the wage amounts 25
they would receive prior to implementation.
The record does not disclose that the Respondent made any proposals prior to the May
8, 2018 negotiations session, when the it proposed a general wage increase of 3.42 percent
retroactive to April 8, 2018, the date evaluations were completed. At the following session,
the Union verbally proposed a 4 percent increase retroactive to October 2017. The Company 30
responded in writing at the May 24 bargaining session, reiterating its original proposal and
stating that if its proposal was not accepted on or before June 20, the Company would rescind
the retroactive portion of the proposal. Rosaci accepted the Company’s proposal but stated
that the Union still wished to bargain further on retroactivity. The Company has treated the
subject of the wage increase closed.35
The Respondent argues (R. Br. at 85–86) that the Union bargained for and accepted
the Respondent’s wage proposal, thereby waiving any rights to object to its implementation.
As to the retroactivity component, I have found that the Union expressly stated its desire to
continue bargaining.
40
As far as the wage increase of 3.42 percent, the Respondent (R. Br. 91, et. seq.)
correctly points out that the Union agreed to this on across-the-board basis and that individual
employees might have received more or less than this amount under established past practice.
JD–19–19
34
However, the Respondent never modified its original proposal and effectively secured the
Union’s acquiescence by threatening to rescind the retroactivity provision. I note that the
Respondent’s initial proposal was on May 8 and that only approximately 2 weeks later, the
Respondent stated that it was a final offer. This could hardly be considered to have afforded
the Union timely notice and a meaningful opportunity to bargain. See Dorsey Trailers, Inc.,5
327 NLRB 835, 858 (1999), enf. granted and denied in part 233 F.3d 831 (4th Cir. 2000).
Moreover, the Respondent denied the Union’s request for information about the wage
increases that it had given to nonunit employees.
Waiver is not lightly inferred and must be “clear and unmistakable.” Weyerhaeuser 10
NR Co., 366 NLRB No. 169, slip op. at 2 (2018), citing Metropolitan Edison Co. v. NLRB,
460 U.S. 693,709 (1983); Georgia Power Co., 325 NLRB 420, 420–421 (1998), enfd. 176
F.3d 494 (11th Cir. 1999), cert. denied 528 U.S. 1061 (1999). Thus, the part asserting waiver
must establish that the parties “unequivocally and specifically express[ed] their mutual
intention to permit unilateral employer action with respect to a particular employment term, 15
notwithstanding the statutory duty to bargain that would otherwise apply.” Weyerhaeuser,
ibid, citing Provena St. Joseph Medical Center, 350 NLRB 808, 811 (2007). Moreover, the
party asserting waiver bears the burden of proof. Ibid; TCI of New York, 301 NLRB 822,
824(1991). Based on the above, I conclude that the Respondent has failed to meet this
burden.20
Accordingly, I conclude that the Respondent violated Section 8(a)(5) and (1) by
failing and refusing to bargain in good faith over the performance reviews and wage increases
to unit employees.
Request for Information25
An employer is obliged to supply information requested by a collective-bargaining
representative that is relevant and necessary to the latter's performance of its responsibilities
to the employees it represents. NLRB v. Acme Industrial Co., 385 U.S. 432 (1967); NLRB v.
Truitt Mfg. Co., 351 U.S. 149 (1956). To trigger this obligation, the requested information
need only be potentially relevant to the issues for which it is sought. Pennsylvania Power & 30
Light Co., 301 NLRB 1104, 1104–1105 (1991); Conrock Co., 263 NLRB 1293, 1294 (1982).
Requests for information concerning the terms and conditions of bargaining unit
employees are presumptively relevant. Postal Service, 359 NLRB 56, 56 (2012); LBT, Inc.,
339 NLRB 504, 505 (2003); Uniontown County Market, 326 NLRB 1069, 1071 (1998). On
the other hand, requests for such information regarding nonbargaining unit employees do not 35
enjoy that presumption, and the union bears the burden of showing relevance. Southern
California Gas Co., 342 NLRB 613, 614 (2004); Sheraton Hartford Hotel, 289 NLRB 463,
463–464 (1988). However, that burden is not a heavy one, requiring a showing of probability
that the desired information is relevant and would be of use to the union in carrying out its
statutory duties and responsibilities. Acme Industrial, above at 437; Postal Service, 310 40
NLRB 391–392 (1993).
The information that the Union sought regarding the dates that nonunit employees
received wage increases had a direct bearing on the retroactivity aspect of the wages increases
JD–19–19
35
for unit employee, which was discussed at negotiations and on which the Union wished
further bargaining, as reflected in Evans’ June 22, 2018 email to Schroder. Such information
would have assisted the Union in determining how to fashion its proposals on retroactivity
and also, perhaps, to its proposals regarding future increases. Accordingly, the Union met its
burden of showing the requested information’s relevance to the Union’s representation of unit 5
employees, and the Respondent violated Section 8(a)(5) and (1) by not furnishing that
information.
Shop Supervisors
10
A. Framework
Production employees are supposed to “clock in” or scan their badges on each job so
that their time is charged thereto (a direct labor charge, or production work). An indirect
barcode is used for maintenance work, painting, unloading trucks, cleaning, and truck driving, 15
which are not classified as production. Scheidel testified that the goal was that production
workers perform 93 percent direct, and the remainder indirect. Certain witnesses at times
appeared to blur this distinction, which is not entirely clear.
At all times, Hoerner, the warehouse/logistics supervisor has supervised the shipping 20
and receiving clerks. He reports to Supply Chain Manager Dates. Prior to June 2017, two
shop foremen, Scheidel and Quarcini, supervised production employees. They reported
directly to Howe. That month, Quarcini left, leaving one of the two shop foremen positions
vacant. In August 2017, Voigt, the manufacturing/engineering manager, was promoted to
plant manager, with responsibilities for the shop as well as for manufacturing/engineering (see 25
GC Exh. 56, an email announcing his promotion to employees). Thereafter, Scheidel reported
to him. Scheidel supervised all 35–40 shop employees.
B. Creation
30
Tom Wendt, Sr., and Tom Wendt, Jr., and management were involved in the decision
to restructure the shop supervision in September 2017, designed to organize supervisors along
lines of physical space, by bay, to maximize material flow.
General Counsel’s Exhibit 26 is the undated posting for “Three Shop Supervisors” that 35
was posted in late August, with each to have responsibilities over different operations in the
plant.37 Their duties were to include such supervisory functions as assignment of work and
providing annual reviews of their staff members.
When Fess, Garcia, and Norway were promoted as of September 25, 2017, they were 40
titled shop supervisors: Fess for building 2 and the yard; Garcia for building 4; and Norway
for building 1. Scheidel was made shop supervisor for building 5 and changed from salaried
to hourly. After Scheidel left, his responsibilities were assumed by the other shop
supervisors.

37 I base this date on GC Exh. 27, dated September 1, 2017, and Rosaci’s testimony.
JD–19–19
36
The job description for shop supervisor is set out in Respondent’s Exhibit 21
(duplicated as R. Exh. 13). The summary states that the shop supervisor is a “working
supervisor” position and then goes on to describe various indicia of statutory supervisory
authority, which duties are reiterated in the essential functions section. That section does not 5
specifically describe non-supervisory functions. However, it implies such by stating, “perform
your role as an individual contributor in such a manner so that it sets the bar for others to
follow,” “[t]he ability to work more than 40 hours per week as needed to assure completion of
work, and “[w]ork outdoors in all seasons.” The ADA Requirements section states, inter alia,
frequent use of hands to handle and control tools; bend or twist of the body when operating 10
equipment; and operate a fork truck.
No production employees were hired to backfill the unit positions that the shop
supervisors vacated; the expectation was that they would do less production work.
15
C. Bargaining
At an early bargaining session, Schroder stated that the Company was considering
promoting unit members into supervisory positions but named no individuals.
20
After Rosaci received the posting for the shop supervisors’ positions from an
employee at the end of August, he emailed Bertozzi on September 1 (GC Exh. 27).
Referencing the notice, Rosaci asked if those positions would include performance of
production work and if any of them would assume the duties of a leadman. Because the
Union considered leadmen to be unit employees, he requested bargaining over the new 25
positions.
Schroder responded on September 6 (GC Exh. 28), stating that there would be no
unilateral change because all supervisors had always been “working supervisors” and leadmen
were not in the bargaining unit. She contended that the Company was not obligated to 30
bargain over the decision or its effects but would be willing to discuss tangential items that
were bargainable at the scheduled negotiations on September 15.
At negotiations on September 15, the Company made a proposal on company work
(GC Exh. 29), providing that the parties recognize that no work was exclusively “bargaining 35
unit” work and that positions outside of the bargaining unit, including statutory supervisors,
performed work similar to or identical to the duties performed by members of the bargaining
unit. The Union rejected this proposal. Rosaci asked for job descriptions of supervisors,
which Howe provided. Rosaci also asked how much shop work the supervisors would be
doing. Schroder replied that she did not know but that the Company had the right to make 40
supervisors and that, historically, supervisors had done shop work. Rosaci responded that his
information was to the contrary.
At September 25 negotiations, Schroder stated that the Company was going forward
with the promotions. Either at that meeting or a previous meeting, the Union made a proposal 45
that limited the work that a supervisor could do to emergency and certain other special
JD–19–19
37
situations, which the parties discussed. In this meeting, the Company notified Rosaci that,
effective immediately, Fess, Garcia, and Norway were promoted and deleted from the
bargaining unit (GC Exh. 30). The Company announced the promotions in a September 27
email to employees and a posting outside the cafeteria (GC Exhs. 55, 45), stating that all three
would report directly to Voigt.5
Rosaci made an information request on October 10, 2017 (GC Exh. 32), requesting,
inter alia, the names of past supervisors who performed production work and when they were
employed. Schroder responded on October 24, with a listing of names and dates (GC Exh. 33
at 3). Former supervisors were Dave Dietrich, April 2016; Mike Fialokowski, January 1998–10
October 2005; Jastrzab, October 2010–May 2014; Pat Krzysiak (Krzysiak), August 2011–
March 2016; Jim Phelan, July 1995–November 2005; and Quarcini, July 2016–June 2017.
Current supervisors were Hoerner, since February 2017; Scheidel, since September 2004; and
Srjan Sikirica (Sikirica), since March 2007.
15
On an unknown date Rosaci made an oral request for information pertaining to the
wage rates for the working supervisors. Bertozzi responded on January 3, 2018 (GC Exh. 31),
stating that upon successful completion of their 90-day evaluation period, they would be
increased from their current hourly rates ($18, $21.03, and $21.09 per hour) to $24.00 per
hour.38 The Union was never provided an opportunity to bargain over this change to their 20
wage rates.
D. Unit Work Performed by Other Supervisors
The Respondent contends that the performance of unit work by the shop supervisors is 25
consistent with past practice, a conclusion that the General Counsel disputes.
Former Plant Manager Scheidel testified on direct examination that he did not observe
any of supervisors of the shop perform production work through the years, although on cross-
examination he recalled that at the Walden Avenue facility, Supervisor Sikirica did perform 30
direct labor on the production floor. He also testified on cross-examination that he has on
occasion seen at least some supervisors drive a forklift on occasion, load and unload trucks,
handle material, read a blueprint, and that Supervisor Krzysiak had assisted workers with
assembly work. He did not know if such work was charged to direct labor. In this respect, he
explained that his understanding of “production” work was that it was limited to direct labor 35
charged to a customer. Therefore, his testimony on direct examination and cross-examination
was not necessarily inconsistent (Jastrzab also testified that “chargeable labor” meant the
same thing as production work). Further, enhancing his credibility, Scheidel volunteered that
half of Quarcini’s time was supposed to be in the shop and that Quarcini was “out in the shop
a lot.”3940

38 Inasmuch as their promotions were effective on September 25, their 90-day probationary period would
have ended on about December 25, but this unexplained discrepancy is not material.
39 Tr. 583–584.
JD–19–19
38
Scheidel also testified on cross-examination that he himself operated a forklift and
moved material in emergency situations (when time was of the essence or when employees
were busy or unavailable) and that he understood this to be the case with other supervisors
who were so engaged.
5
Jastrzab was a plant manager from 2012–2014, first at Military Road and then at the
facility, supervising about nine shop employees at each location. He testified that in addition
to his supervisory functions, he worked along the shop employees, primarily doing assembly
work. At Military, he performed more supervisory work because the Company was
transitioning the operation to Walden Avenue. Approximately 60 percent of his time at 10
Walden was shop, 40 percent supervisory, varying by date.
The testimony of Howe, Dates, and Hoerner was consistent as far as Hoerner’s
position of warehouse/logistics supervisor, for which he was hired in February 2017. Dates
testified that the position was created with the intention of having the incumbent assist the two 15
material handlers (Greiner and McCarthy) with their jobs because the warehouse operation
had grown. Dates drafted and approved a job description of this new position (R. Exh. 12). It
sets out a range of responsibilities that fall within Section 2(11) of the Act, and Hoerner’s
status as a statutory supervisor is uncontested. Under essential functions, there is greater
description of his supervisory functions. There is also, “Fork truck operations required,” 20
which is reaffirmed in the qualifications section. The ADA requirements section lists various
physical requirements, including sitting at least 50 percent of the time, and frequent body
motions such as bending at the waist and using hands and fingers to grasp and handle objects
and tools.
25
Dates testified that Hoerner was expected to do the same work as his subordinates 10–
20 percent of the time but that he is now performing less of such work (about an hour or 10
percent of his day) because his clerical responsibilities have substantially increased because of
a large increase in outgoing shipments. Hoerner testified that he has done all the functions
that his employees do, including unloading trucks with forklifts in the parking lot or dock 30
when they are unavailable. He further testified that he performs the same kind of work that
they do approximately 15–20 percent of the time, on a fairly consistent basis.
E. Fess, Garcia, and Norway
35
Fess was lead material handler before he became a working supervisor, loading and
unloading trucks and receiving material in shipping and handling. As material handling
supervisor, he oversees three areas of the building–material handling, paint booth, and storage
area, having a total of about seven employees.
40
Garcia was an assembler for about 6 or 7 months prior to his promotion to supervisor
over assembly. He first supervised three to seven assemblers but shortly after the layoff in
April 2018, was given responsibility over fabrication in building 5 and another 10 or so
employees (whom Scheidel had previously supervised).
45
JD–19–19
39
Before his promotion, Norway was a fitter/welder in the eFab department, where he
read directions off a computer rather than using physical blueprints. He now supervises three
employees in eFab.
F. Shop Supervisors as Statutory Supervisors5
As a threshold issue, the General Counsel disputes the Respondent’s assertion that
Fess, Garcia, and Norway are statutory supervisors (GC Br. 19, et. seq., 61, et. seq.). The
party asserting supervisory authority bears the burden of establishing such. Bozeman
Deaconess Hospital, 322 NLRB 1107, 1107 fn. 4 (1997). 10
Section 2(11) of the Act defines a supervisor as:
[A]ny individual having the authority, in the interest of the employer, to hire, transfer,
suspend, lay off, recall, promote, discharge, assign, reward, or discipline other 15
employees, or responsibly to direct them, or to adjust their grievances, or effectively to
recommend such action, if in connection with the foregoing the exercise of such
authority is not of a merely routine or clerical nature, but requires the use of
independent judgment.
20
All three shop supervisors attend regular supervisory meetings with Voigt, at which
Voigt reviews production goals, and they decide on assignments to particular employees. The
supervisors post these assignments on a white board or convey them orally. They have the
authority to reassign employees. Garcia partners with Fess in determining where employees
should be assigned between their departments. Employees who want paid time off go to the 25
shop supervisors for approval of such.
The shop supervisors are involved in the imposition of discipline of employees. In
this regard, Garcia has been involved in four–five disciplines and recently recommended a
verbal warning to an employee for being out of his work area for over 30 minutes, which 30
recommendation Voigt and HR accepted. He also recommended such a discipline for Rulov
for making a gesture that was taken the wrong way by a coworker, which recommendation
was also accepted. Fess testified that the decision to discipline Mark Castilloux (see R. Exh.
23, a written warning that Fess signed) was a joint one among the shop supervisors. Norway
testified without controversion that he was involved in a recent coaching issued to Thompson 35
and told Thompson that he made the decision to issue it.
The shop supervisors have written performance reviews. Thus, Garcia wrote
performance reviews for three assemblers and presented them to Voigt. In those reviews, he
recommended whether the employee should receive other job duties they had requested or be 40
put on a performance improvement plan. Norway submitted performance reviews of
employees to Voigt, who made no changes to Norway’s assessment.
Garcia has authority to order tools up to $250 on his own authority if he and the
employee feel they are necessary; if the tools are over that amount, Garcia consults with 45
JD–19–19
40
Voight. As opposed to when he was a lead, Fess now has access to the computer to get
blueprints.
Prior to their promotions, Fess, Garcia, and Norway wore the dark blue company
shirts worn by production employees. They now wear tan shirts provided by the Company 5
because Voigt stated that he wanted them to be more recognizable as supervisors to
employees and customers. Initially, Garcia did not have an office and would go to any
workstation in building 4 (assembly) and log in. Now, he shares an office with Voight; his
desk is open to Fess and Norway.
10
Based on the above, I conclude that Fess, Garcia, and Norway are statutory
supervisors within the meaning of Section 2(11) of the Act, most notably in exercising
independent judgement in assigning and directing unit employees, in initiating disciplinary
actions, and in writing employee evaluations that form the basis for wage increases.
15
G. Unit Work Performed by Fess, Garcia, and Norway
Numerous witnesses, both for the General Counsel and for the Respondent, testified
about the duties that the three shop supervisors (supervisors) perform. Although the accounts
of witnesses for the General Counsel and those of witnesses for the Respondent varied as far 20
as apportionment, almost all witnesses uniformly testified that the supervisors perform both
supervisory functions and unit work. Determining with precision the breakdown of each
activity is not possible. In this regard, Respondent’s Exhibit 14, a summary of their direct and
indirect labor charges through August 2017, does not necessarily reflect all their unit work; all
“direct” entries were for production (unit) work, but an unknown percentage of the “indirect” 25
entries may also have been for unit (but nonproduction) work.
Fess
Fess testified in detail and without hesitation, and he made no apparent efforts to skew 30
his descriptions of his duties. As far as performing unit work, Fess has helped in every
department that he supervises except that he does not help or unload the burn table. He still
does some of the same work that he did as leadman, including using a forklift to load and
unload. In this regard, when asked what types of production work he performs, he answered
in detail and without hesitation: at the start, probably 30 percent of his work was shop work;35
now, it is approximately 50 percent. His direct hours reflected in Respondent’s Exhibit 14 are
not necessarily inconsistent with his testimony.
JD–19–19
41
Garcia
As far as performing unit work, when Garcia started as supervisor, his work was
approximately 50 percent supervisory and 50 percent labor. As time went on, he performed
more supervisory responsibilities, so that the ratio changed to 70 percent supervisory. Now, 5
about 95 percent is supervisory because of his being given a greater area of responsibility.
The percentages vary depending on the workload for the week. His direct hours in
Respondent’s Exhibit 14 are not necessarily inconsistent with his testimony. His assembly
work now is primarily light duty applications, quick jobs taking maybe 5 minutes and maybe
not requiring tools. He has had occasion to work with the 17–18 or so employees whom he 10
supervises, depending on the volume of work.
From October 10–December 9, 2017, Muench took notes of the production work that
he observed the shop supervisors, primarily Garcia, performing (GC Exh. 53). He conceded
that not all the times that he recorded were exact. Garcia reviewed Muench’s notes and 15
testified that some were accurate, but others were not. He explained that on some days, he
has put in 8 hours of direct labor depending on the workload.
Norway
20
In terms of performing unit work, Norway testified that he spends approximately 30
percent of his time doing production work, fitting product together, but that he no longer does
any welding. General Counsel’s Exhibit 71 on its face contradicts Norway’s testimony that
he did no welding. However, Norway explained that on the day in question, he was welding a
framework for a dry erase production board on which supervisors let workers know what 25
product they next need to go on—a task related to his supervisory functions.
Norway also testified that when he first became a supervisor, his work was 50 percent
production work, 50 percent supervisory and that 80 percent of his time is now spent in
supervision. Respondent’s Exhibit 14 supports his testimony that his amount of production 30
work has decreased but not the percentages that he gave. It shows that in October 2017, 79.3
percent of his time was spent on direct labor, and that in August 2018, the figure was 46.47
percent, or almost half. In this regard, Howe testified that Norway has a smaller group, so he
does more direct or production work than Fess or Garcia.
35
Analysis and Conclusions
The General Counsel argues that (1) the promotions of these three shop employees to
shop supervisors in September 2017; (2) their performance of unit work, without affording the
Union an opportunity to bargain; and (3) their pay raises in January 2018, violated Section 40
8(a)(5) and (1) of the Act.
Their Promotions to Shop Supervisors
An employer has the right to select individuals for supervisory positions and is 45
therefore not obliged to bargain with a union over promoting unit employees to supervisors.
JD–19–19
42
Hampton House, 317 NLRB 1005, 1005 (1995); St. Louis Telephone Employees Credit
Union, 273 NLRB 625, 628 (1984). Therefore, I find no merit to the allegation that the
Respondent violated the Act by promoting Fess, Garcia, and Norway to “shop supervisors.”
Their Continued Performance of Unit Work5
Assignment of work is a mandatory subject of bargaining. WCCO-TV, 363 NLRB No.
101, slip op. at 2 (2015); Regal Cinemas, Inc., 334 NLRB 304, 304 (2001), enfd. 317 F.3d
300 (D.C. Cir. 2003). Therefore, absent a waiver by a union, an employer must notify and
offer to bargain about removal of bargaining unit work before it may assign such work to 10
newly created supervisory positions, whether such supervisors are newly hired or promoted
from within the unit. University of Pittsburgh Medical Center, 325 NLRB 443, 443 (1998),
enfd. 182 F.3d 904 (3d Cir. 1999), citing Hampton House, 317 NLRB 1005 (1995); see also
Stevens International, 337 NLRB 143, 143 (2001); Regal Cinemas, Inc., above at 304 (“[W]e
emphasize . . . that the reclassification of bargaining unit work to managers or supervisors is a 15
mandatory subject of bargaining where it has an impact on unit work.”). The Respondent has
not contended any waiver on the Union’s part; rather, the Respondent contends that
supervisors have always performed unit work and that the current supervisors’ performance
thereof is consistent with past practice.
20
The Respondent’s argument ignores a fundamental difference between Fess, Garcia,
and Norway and previous supervisors/managers who performed what is now bargaining unit
work—in the past, no union represented employees, and no bargaining unit existed from
which work could have been removed. Furthermore, to the extent that Hoerner may continue
to perform unit work that he performed before the Union was certified, such work was 25
effectively never in the unit.
Unanimous testimonial and documentary evidence establishes that Fess, Garcia, and
Norway have collectively performed and continue to perform more than a de minimis amount
of bargaining unit work and thus their removal from the bargaining unit has had a measurable 30
impact on unit work. The exact amount of such work that they perform vis-à-vis the amount
of time they spend engaged in supervisory function is not the governing factor. Thus, in
Regal Cinemas, ibid, the Board found a violation based on existing or newly hired managers’
performance of bargaining unit work and specifically found it unnecessary to address the
respondent’s contention that they were also statutory supervisors and performing supervisory35
duties. See also Hampton House, above.
Accordingly, the Respondent violated Section 8(a)(5) and (1) of the Act by having
Fess, Garcia, and Norway, as shop supervisors removed from the unit perform, continue to
perform bargaining unit work, without having afforded the Union the opportunity to bargain 40
over the removal of that work from unit employees.
Their Wage Increases
The General Counsel contends that the shop supervisors are still unit employees and 45
that the Respondent therefore violated Section 8(a)(5) and (1) by granting them wage
JD–19–19
43
increases in January 2018, without affording the Union notice and an opportunity to bargain.
Inasmuch as I have concluded that they were statutory supervisors, the Respondent was not
obliged to bargain their wages with the Union, and I therefore dismiss this allegation.
Light Duty Allegation—8(a)(5)5
A. Garcia
In early December 2017, Supervisor Garcia was injured at work and was out for about
2 months. His physician provided a letter of January 18, 2018, stating that Garcia was under 10
his care for his left foot, and he released Garcia to work light duty with restrictions, including
desk work and ambulation in a cam boot (see GC Exh. 66). When Garcia returned on about
January 29, 2018, he was placed on light duty.
The testimony of various witnesses was almost completely consistent on what Garcia 15
did during his light duty period. Garcia returned on crutches and with an open-toe boot or
shoe and did not do any direct labor. He performed some of the office functions that he
normally did as a supervisor, handed out paperwork and wrote assignments on the white
board on which job orders were posted, and received job training in supervisory functions at a
desk in the management team or front office.20
After that light duty period, there was a period during which Garcia transitioned to full
regular duty, and he resumed full, unrestricted duty in about late May (see GC Exh. 57).
General Counsel’s Exhibit 58 reflects that employee Kevin Farley (Farley) was injured 25
in approximately March 2018 and placed in “light duty activities.”
B. Bargaining Over Light Duty
Rosaci learned that Garcia was on light duty. Rosaci understood that the Company did 30
not allow employees to work light duty, and he made a request for information concerning
light duty assignments in the last 3 years (GC Exh. 36, dated January 18, 2018). Schroder
replied on January 23 (GC Exh. 37), stating that there were no responsive documents and that
the “collective memories” of the client could not recall any light duty assignments within the
requested time frame.35
Bertozzi admitted that at some point in negotiations, Rosaci asked about light duty,
and Bertozzi replied, “[W]e don’t have light duty.”40 Bertozzi testified that he was mistaken,
“But I can’t remember the context and, frankly, it doesn’t come up very frequently. I don’t
know what I was thinking . . . .”41 He averred that he could not remember how he discovered 40
that he had been wrong. I find peculiar his testimony that he mistakenly made such a
statement off the cuff without any foundation, as well as his convenient lack of recall of when
he learned of his error.

40 Tr. 1661.
41 Tr. 1670.
JD–19–19
44
In any event, the Respondent never afforded the Union an opportunity to bargain over
the conditions of Garcia’s return to work or his being placed on light duty.
C. Other Employees5
Despite Bertozzi’s statement, the Respondent submitted records showing that HR has
documented employees for whom light duty work has been directed (R. Exhs. 28–33), as
follows.
10
Greiner strained his back on the job in September 2015 and received a medical note
putting him on medical restriction for a week or two as to lifting (15 pounds) (see R. Exh. 29).
The lifting on his regular job was 50 pounds. Greiner’s testimony implicitly confirmed that
he was placed on light duty. Thus, he brought the note to Dates but did not request light duty
because he knew no such positions were available. Nonetheless, he was assigned to15
shipping/receiving for that period and did not lift over 15 pounds.
Fess strained his groan and back area on the job on November 2015 (see R. Exh. 30).
His physician placed him on light duty (not to lift over 5 pounds) for a week. Fess’ testimony
confirmed that he was placed on light duty; as per his supervisor’s direction, he was not put 20
on the forklift during that period.
Farley was placed on light duty in September 2016, and two other shop employees
were placed on light duty in June 2014 and December 2016, respectively.
25
Domaradski and Thompson testified about instances when they were not given light
duty. Domaradski suffered whiplash from a car accident in 2010, as a result of which his
doctor put him on a lifting restriction. However, then Manager Mike Muench (Muench’s
father) told him that there was no light duty at the Company. Domaradski believes that could
have done paperwork in the office. 30
Thompson was injured in 2009 and out of work for 10 months. He was released to
work with restrictions, but HR told him that he could not come back to work until he was 100
percent able to do his job–pick up 50 pounds, kneel, bend, and weld. There were no other
available jobs that he could have done with those physical restrictions; however, he believes 35
that he could have driven a forklift.
Analysis and Conclusions
Light-duty assignments are a mandatory subject of bargaining. Jones Dairy Farm, 40
395 NLRB 113, 115 (1989); see also Industria Lechera De Puerto Rico, Inc., 344 NLRB
1075 (2005). The General Counsel contends that the Respondent unilaterally changed its
policy concerning light duty work assignments when it placed Supervisor Garcia on light duty
in late January 2018.
45
JD–19–19
45
Company records produced at trial show that HR documented medical requests for
employees to be placed on light duty restrictions in 2014–2016, and Fess and Greiner
confirmed that they were placed on light duty in September and November 2015, respectively.
The General Counsel contends (GC Br. at 36 fn. 53) that the fact that HR directed that 5
employees be put on light duty did not establish that they in fact were. However, there is a
normal presumption that supervisors would carry out HR’s directives, in the absence of any
reason to believe otherwise, and no evidence was offered to the contrary.
Domaradski and Thompson testified about instances when they were refused light 10
duty, in 2010, and 2009, respectively, but the General Counsel provided no evidence to show
any denials of light duty in the years since then.
In sum, the General Counsel has not shown that there was in fact a unilateral change in
light duty policy when Garcia (or Farley) were placed on light duty. That being the case, the 15
Respondent had no bargaining obligation. In any event, Garcia was in a different situation
when he was placed on light duty in that he was no longer a rank-and-file employee but in a
supervisory role, and his light duties all involved supervisory functions or further training in
them. Therefore, I find no merit to this allegation.
20
Mandatory Overtime—8(a)(5)
At negotiations on September 15, 2017, the Union made proposals for overtime pay
(GC Exh. 24), including the provision that no discipline be imposed on any employee for
refusing to work overtime. At the September 20 bargaining session, the Company countered 25
on that provision with, “Overtime needed by the Company shall be mandatory, with
volunteers (qualified by classification) taken first, and mandated if insufficient to fill need. . .
.” At the next session, on about September 29, Rosaci asked if the Company had mandatory
overtime, to which Schroder said no but that the Company wanted such a provision in a
collective-bargaining agreement. Domaradski recalled her talking about mandatory overtime 30
at one of those sessions in the context of the Company being very busy.
At all times material, Greiner and McCarthy were the warehouse shipping and
receiving clerks supervised by Warehouse Supervisor Hoerner (Greiner resigned on
September 11, 2018). Greiner worked for the Company for about 6 years; McCarthy has been 35
employed for about 11 years.
Company policy is that overtime is strictly voluntary. Supervisors ask employees if
they want to work overtime, and record on an overtime request form whether they accept or
do not accept. Some employees generally do not choose to work overtime.40
Consistent with this, there is no dispute that prior to approximately late November
2017, any overtime that Greiner and McCarthy worked was solely on a voluntary basis. Their
regular hours were 7 a.m. to 3:30 p.m. FedEx trucks could come after 3:30 p.m., and
management expected that they would be serviced (see R. Exh. 22, a notice posted in the 45
shipping and receiving office). Greiner, McCarthy, and Hoerner would decide among
JD–19–19
46
themselves who would stay late and unload them. If necessary, Hoerner “borrowed” Material
Handler Dave Wilhelm or another shop employee to do this. If the workload necessitated
overtime, Greiner and McCarthy had the option of coming in early or leaving late, thereby
working overtime on a voluntary basis. Greiner turned down overtime offers from Hoerner
and was never disciplined as a result. No employee in shipping and receiving has ever been 5
disciplined for turning down an overtime offer.
The only occasion prior to late 2017 when McCarthy was told that he was required to
work overtime was at the Military Road facility about 7 years ago. At that time, Supervisor
Robert Trzecki (Trzecki) told McCarthy and the other shipping and receiving clerk that 10
starting the following Saturday, they would have to work overtime or be fired. McCarthy
complained to Bertozzi, and Trzecki rescinded his directive.
Greiner testified that in November 2017, Manager Dates and Supervisor Hoerner told
him and McCarthy in the shipping and receiving office that they would be on indefinite 15
mandatory overtime and that the Company did not know when it would end. They said that
Greiner and McCarthy could continue to come in on their regular starting time of 7 a.m. but
needed to work until 4:30 p.m. instead of 3:30 p.m. In approximately the third week in
December, Dates and Hoerner met with them in the same office. Dates stated that they were
caught up and the season was ending, so their mandatory overtime was ending. 20
McCarthy’s account differed somewhat in details but not in gist. Thus, he testified
that in approximately November or December 2017, in the shipping and receiving office,
Hoerner informed them that Dates had told him that they be would be working overtime
immediately, starting the next day, until the backlog of work was completed. They had 25
discretion when they would perform the overtime, and they worked approximately 30 extra
hours a week for about 3 weeks. At the end of that period, Hoerner stated that they no longer
needed to work mandatory overtime.
Neither Dates nor Horner specifically addressed the accounts of Greiner or McCarthy 30
concerning the imposition of mandatory overtime in November–December 2017, and I find
that they were both required to work overtime daily during that period. Rosaci was never
informed that shipping and receiving or any other employees were going to be required to
work mandatory overtime; he learned of this after the fact from Greiner.
35
Analysis and Conclusions
Institution of mandatory overtime is a mandatory subject of bargaining. Michigan
Sprinkler Co., 308 NLRB 1329 (1992); see also Highland Superstores, 301 NLRB 199
(1991). As I stated earlier, the Respondent had an obligation to not implement changes absent 40
an overall impasse on bargaining. See the cases I cited regarding the layoffs.
The Respondent’s second answer (GC Exh. 1(a)(a)) admits the imposition of
mandatory overtime in the shipping and receiving department but contends that it was
consistent with past practice. The evidence does not support this conclusion. Company 45
policy is that overtime is on a voluntary basis, and this was the practice in shipping and
JD–19–19
47
receiving prior to about late November 2017. At negotiations on about September 29, 2017,
Schroder stated that the Company wanted a mandatory overtime provision in a collective-
bargaining agreement, but no such provision was ever negotiated.
In about late November 2017, Manager Dates and/or Supervisor Hoerner told Greiner 5
and McCarthy that, starting immediately, they both would have to work overtime because of a
backlog until they were caught up. They in fact did so for several weeks. Prior to this, the
Respondent never gave the Union notice or an opportunity to bargain.
Based on the above, I conclude that the Respondent violated Section 8(a)(5) and (1) by 10
imposing mandatory overtime on Greiner and McCarthy without first affording the Union
notice
and an opportunity to bargain.

CONCLUSIONS OF LAW15
1. The Respondent is an employer engaged in commerce within the meaning of
Section 2(2), (6), and (7) of the Act.
2. The Union is a labor organization within the meaning of Section 2(5) of the 20
Act.
3. By the following conduct, the Respondent has engaged in unfair labor
practices affecting commerce within the meaning of Section 2(6) and (7) of the Act and
violated Section 8(a)(1) of the Act.25
(a) Interrogated an employee about his union sympathies, in September
2017.
(b) Gave employees the impression of surveillance of their union activities 30
and sympathies, in September 2017 and in January 2018.
(c) Informed or implied to employees that employees who supported the
Union would be laid off, in January 2018.
35
(d) Threatened or implicitly threatened employees with reprisals if they
supported the Union or showed support for the Union, in January and April 2018.
(e) Denied an employee’s request for union representation at an interview
that the employee reasonably believed could result in discipline, and conducted the interview, 40
in October 2017.
4. By the following conduct, the Respondent has engaged in unfair labor
practices affecting commerce within the meaning of Section 2(6) and (7) of the Act and
violated Section 8(a)(3) and (1) of the Act.45
JD–19–19
48
(a) Suspended Dennis Bush in December 2017.
(b) Assigned William Hudson to the saw in April–June 2018.
(c) Refused to give Hudson overtime during that period.5
(d) Failed to provide annual performance reviews and accompanying wage
increases to shop employees consistent with past practice, from about
October 2017–April 2018.
10
(e) Laid off shop employees in February 2018.
5. By the following conduct, the Respondent has engaged in unfair labor
practices affecting commerce within the meaning of Section 2(6) and (7) of the Act and
violated Section 8(a)(5) and (1) of the Act.15
(a) Exercised discretion in imposing discipline without affording the Union
notice and an opportunity to bargain, in October and December 2017.
(b) Failed to afford the Union an opportunity to bargain over providing 20
annual performance reviews from about October 2017–April 2018;
(c) Failed to afford the Union an opportunity to bargain over wages
increases, since May 2018.
25
(d) Failed and refused to provide the Union with information that it
requested that was relevant to annual performance reviews, since May 2018.
(e) Failed and refused to afford the Union notice and an opportunity to
bargain over the layoffs of February 2018.30
(f) Removed bargaining work from the unit and transferred it to
supervisors without affording the Union prior notice and an opportunity to bargain, in
September 2017.
35
(g) Required employees to work overtime without affording the Union
notice and an opportunity to bargain, in about late November 2017.
REMEDY
40
Because I have found that the Respondent has engaged in certain unfair labor
practices, I find that it must be ordered to cease and desist and to take certain affirmative
action designed to effectuate the policies of the Act.
The Respondent having denied shop employees timely performance evaluations and 45
concomitant wage increases in violation of Section 8(a)(3) and (5); laid off 10 shop
JD–19–19
49
employees in violation of Section 8(a)(3) and (5); suspended Dennis Bush in violation of
Section 8(a)(3) and (5); changed the assignment of William Hudson and denied him overtime
in violation of Section 8(a)(3); and suspended John Fricano in violation of Section 8(a)(5),
must make them whole for any loss of earnings and other benefits suffered as a result of these
actions.5
Specifically, the Respondent shall make those employees whole for any losses,
earnings, and other benefits that they suffered as a result of those actions. The make whole
remedy shall be computed in accordance with F.W. Woolworth Co., 90 NLRB 289 (1950),
with interest at the rate prescribed in New Horizons, 283 NLRB 1173 (1987), compounded 10
daily as prescribed in Kentucky River Medical Center, 356 NLRB 6 (2010).
In accordance with King Soopers, Inc., 364 NLRB No. 93 (2016), the Respondent
shall compensate laid off employees for search-for-work and interim employment expenses
regardless of whether those expenses exceed her interim earnings. Search-for-work and 15
interim employment expenses shall be calculated separately from taxable net backpay, with
interest at the rate prescribed in New Horizons, supra., compounded daily as prescribed in
Kentucky River Medical Center, supra. In accordance with Don Chavas, LLC d/b/a Tortillas
Don Chavas, 361 NLRB 101 (2014), the Respondent shall compensate them for the adverse
tax consequences, if any, of receiving a lump sum backpay award, and, in accordance with 20
AdvoServ of New Jersey, Inc., 363 NLRB No. 143 (2016), the Respondent shall, within 21
days of the date the amount of backpay is fixed either by agreement or Board order, file with
the Regional Director for Region 3 a report allocating backpay to the appropriate calendar
year for each employee. The Regional Director will then assume responsibility for
transmission of the report to the Social Security Administration at the appropriate time and in 25
the appropriate manner.
The Respondent shall expunge from its records any and all references to the suspensions
of Dennis Bush and John Fricano and remove the language in Dmytro Rulov’s 2018 evaluation
that he should focus on work.30
The Respondent shall bargain in good faith, on request by the Union, on performance
evaluations and wage increases, layoffs and recalls, overtime, and removal of unit work.
The Respondent shall afford employees union representation, on their request, before 35
conducting interviews that the employees reasonably believe could result in discipline.
The Respondent shall provide the Union with information that it requests that is
necessary and relevant to its functions as collective-bargaining representative.
40
Inasmuch as the unilateral change in overtime was discontinued, and the other changes
do not lend themselves to rescission, I will not order such as an affirmative remedy.
The General Counsel requests that I order an extension of the 1-year certification year
because the Respondent violated its statutory bargaining obligations (GC Br. 84, et. seq.).45
JD–19–19
50
Section 9(c)(3) of the Act bars a petition filed within 12 months from the date of the
last election, to ensure the parties a reasonable time in which to bargain without outside
interference or pressure, such a rival petition; absent unusual circumstances, an employer is
required to honor a certification for a period of 1 year. Mar-Jac Poultry Co., 136 NLRB 786
(1962), citing Brooks v. NLRB, 348 U.S. 96, 101–103 (1954). In Mar-Jac, the Board held that 5
the certification year should be extended for a period of at least 1 year of actual bargaining
where an employer failed or refused to bargain in good faith with the union during that 1-year
period. The Board has further held that the certification year should be extended in cases in
which the employer has engaged in pervasive and extensive illegal practices that commenced
at the outset of bargaining. Honda, 321 NLRB 482, 483 (1996), citing Thill, Inc., 298 NRLB 10
669 (1990), enfd. in relevant part 980 F.2d 1137 (7th Cir. 1992).
In determining whether the record supports the need for a Mar-Jac remedy and the
appropriate length of an extension, the Board examines “the nature of the violations; the
number, extent, and dates of the collective-bargaining sessions; the impact of the unfair labor 15
practices on the bargaining process; and the conduct of the union during negotiations.”
Mercy, Inc., 346 NLRB 1004, 1005 (2006), citing Northwest Graphics, Inc., 342 NLRB 1288,
1289 (2004), and Metta Electric, 338 NLRB 1059, 1065 (2003), enfd. in relevant part 360
F.3d 904, 912–913 (8th Cir. 2004).
20
In St. George Warehouse, Inc., 341 NLRB 904, 909 (2004), the Board reversed the
judge and found that a 1-year extension of the certification year was not warranted where the
employer had made unilateral changes and failed to furnish information but had not engaged
in surface bargaining. The Board concluded that these violations had not tainted the parties’
negotiations.25
Further, in Cortland Transit, Inc., 324 NLRB 372, 372 (1997) the Board denied a
Mar-Jac remedy where the employer had not only made unilateral changes and failed to
provide information but had also engaged in violations of 8(a)(3) by withholding and refusing
to grant regularly scheduled wage increases and by issuing a written warning to an employee. 30
The Board concluded that there was no general allegation that the Respondent had failed or
refused to recognize the Union or to meet and bargain with the Union in good faith following
its certification, and no indication that the unfair labor practices had affected the parties’
negotiations. Finally, in American Rubber and Plastics Corp., 200 NLRB 867, 876–877
(1972), a Marc-Jac extension was found unwarranted despite (a) numerous violations of 35
Section 8(a)(1), including, inter alia, interrogation, threats, promises of benefits, and giving
the impression of surveillance; (b) 8(a)(3) discharges, transfers, and withholding of a
Christmas bonus; and (c) 8(a)(5) withholding of that bonus.
In sum, the number and range of unfair labor practices that a respondent has 40
committed are not dispositive; rather, there must be a showing that those unfair labor practices
undermined the bargaining process to the extent that meaningful bargaining was precluded.
There is no allegation here that the Respondent failed or refused to recognize the
Union or to meet with it after its certification, or engaged in surface bargaining. Indeed, the 45
parties first met for negotiations the month following certification in June 2017, and have met
JD–19–19
51
approximately 36 times. No impasse has been declared. The Respondent, although failing in
its obligation to bargain over a number of unilateral changes, did discuss various subjects in
depth and did provide a considerable amount of information that the Union requested.
In these circumstances, I deny the General Counsel’s request for an extension of the 1-5
year certification year.
On these findings of fact and conclusions of law and on the entire record, I issue the
following recommended42
10
The Respondent, Wendt Corporation, Cheektowaga, New York, its officers, agents,
successors, and assigns, shall
1. Cease and desist from
15
(a) Discriminating against employees for their support of Shopmen’s Local
Union No. 576 (the Union) by: (1) laying them off, (2) delaying their performance reviews
and wage increases, (3) suspending them, (4) assigning them to undesirable work, (5) denying
them overtime, or (6) or taking any other adverse action against them.
20
(b) Interrogating employees about their union sympathies.
(c) Giving employees the impression of surveillance of their union
activities and sympathies.
25
(d) Informing or implying to employees that employees who support the
Union will be laid off.
(e) Threatening or implicitly threatening employees with reprisals if they
support or show support for the Union.30
(f) Denying employees’ requests for union representation at interviews
that they reasonably believe can result in discipline, and then conducting such interviews.
(g) Failing and refusing to bargain collectively with the Union by laying 35
off employees, removing unit work and assigning it to supervisors, delaying performance
reviews and wage increases, imposing disciplinary discipline, mandating overtime, or
implementing other terms and conditions of employment without affording the Union notice
and an opportunity to bargain.
40
(h) Failing and refusing to bargain collectively with the Union by laying
off employees, removing unit work and assigning it to supervisors, delaying performance

42 If no exceptions are filed as provided by Sec. 102.46 of the Board’s Rules and Regulations, the
findings, conclusions, and recommended Order shall, as provided in Sec. 102.48 of the Rules, be adopted by the
Board and all objections to them shall be deemed waived for all purposes.
JD–19–19
52
reviews, imposing disciplinary discipline, mandating overtime, or implementing other terms
and conditions of employment when the parties are engaged in negotiations for a collective-
bargaining agreement and have not reached an overall good faith impasse.
(i) Failing and refusing to provide the Union with information that it 5
requests that is relevant and necessary to its performance of its duties as collective-bargaining
representative.
2. Take the following affirmative action necessary to effectuate the policies of the
Act.10
(a) Make employees who were not timely provided their annual
performance evaluations and wage increases, laid off employees, and Dennis Bush, and
William Hudson whole for any loss of earnings and other benefits suffered as a result of the
discrimination against them in the manner set forth in the remedy section of the decision. 15
(b) Make John Fricano whole for any loss of earning and other benefits
suffered as a result of his unlawful suspension in the manner set forth in the remedy section of
this decision.
20
(c) Within 14 days from the date of the Board’s Order, remove from its
files any reference to the unlawful suspensions of Dennis Bush and John Fricano, and within
3 days thereafter notify them in writing that this has been done and that the suspensions will
not be used against them in any way.
25
(d) Within 14 days from the date of the Board’s Order, remove from
Dmytro Rulov’s 2018 evaluation the language that he should focus on work, and within 3
days thereafter notify him in writing that this has been done.
(e) Bargain in good faith with the Union as the exclusive representative of 30
all full-time and regular part-time janitors, welders, machine operators, maintenance
mechanics, fitters, assemblers, painters, machinists, leadmen and shipping and receiving
clerks, concerning terms and conditions of employment and, if an understanding is reached,
embody the understanding in a signed agreement.
35
(f) Notify and on request, bargain with the Union before implementing any
changes in wages, hours, or other terms and conditions of employment.
(g) Bargain with the Union on the retroactivity of pay increases conferred
in 2018.40
(h) Provide the Union with the information that it requested since on about
May 24, 2018, regarding the dates of performance reviews and wage increases to nonunit
employees.
45
JD–19–19
53
(i) 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 designated
by the Board or its agents, all payroll records, social security payment records, timecards,
personnel records 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 5
terms of this Order.
(j) Within 14 days after service by the Region, post at its facility in
Cheektowaga, New York, copies of the attached notice marked “Appendix.”43 Copies of the
notice, on forms provided by the Regional Director for Region 3, after being signed by the 10
Respondent’s authorized representative, shall be posted by the Respondent and maintained for
60 consecutive days in conspicuous places including all places where notices to employees
are customarily posted. In addition to physical posting of paper notices, notices shall be
distributed electronically, such as by email, posting on an intranet or an internet set, and/or
other electronic means, if the Respondent customarily communicates with its employees by 15
such means. Reasonable steps shall be taken by the Respondent to ensure that the notices are
not altered, 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 the facility involved
in these proceedings, the Respondent shall duplicate and mail, at its own expense, a copy of
the notice to all current employees and former employees employed by the Respondent at any 20
time since September 1, 2017.
(k) Within 21 days after service by the Region, file with the Regional
Director a sworn certification of a responsible official on a form provided by the Region
attesting to the steps that the Respondent has taken to comply.25
IT IS FURTHER ORDERED that the complaint be dismissed insofar as it alleges violations
of the Act not specifically found.
Dated, Washington, D.C. February 15, 201930
Ira Sandron
Administrative Law Judge

43 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 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
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 Federal labor law and has
ordered us to post and obey this notice.
FEDERAL LAW GIVES YOU THE RIGHT TO
Form, join, or assist a union
Choose representatives to bargain with us on your behalf
Act together with other employees for your benefit and protection
Choose not to engage in any of these protected activities.
Shopmen’s Local Union No. 576 (the Union) is the exclusive representative of a unit
consisting of our full-time and regular part-time janitors, welders, machine operators,
maintenance mechanics, fitters, assemblers, painters, machinists, leadmen, and shipping and
receiving clerks.
WE WILL NOT discriminate against you for your support of the Union by (1) laying you off, (2)
delaying your performance reviews and wage increases, (3) suspending you, (4) assigning you
to undesirable work, (5) denying you overtime, or (5) taking any other adverse action against
you.
WE WILL NOT interrogate you about your union sympathies, give you the impression of our
surveillance of your union activities and sympathies, inform or imply to you that employees
who support the Union will be laid off, or threaten you with reprisals if you support or show
support for the Union.
WE WILL NOT deny your requests for union representation at interviews that you reasonably
believe can result in discipline, and then conduct such interviews.
WE WILL NOT lay you off, remove unit work and assign it to supervisors, conduct performance
reviews, impose disciplinary discipline, mandate overtime, or implement other terms and
conditions of employment without affording the Union notice and an opportunity to bargain.
WE WILL NOT lay you off, remove unit work and assign it to supervisors, conduct performance
reviews, impose disciplinary discipline, mandate overtime, or implement other terms and
conditions of employment when we are engaged in negotiations for a collective-bargaining
agreement and have not reached an overall good faith impasse.
WE WILL NOT fail and refuse to bargain with the Union over the retroactivity of wage
increases.
WE WILL NOT fail and refuse to provide the Union with information that it requests that is
relevant and necessary to its performance of its duties as your collective-bargaining
representative.
WE WILL NOT in any like or related manner interfere with, restrain, or coerce you in the
exercise of the rights listed above.
WE WILL make laid off employees; employees who did not timely receive their performance
reviews and pay increases; Dennis Bush, who was suspended; and William Hudson, who was
assigned undesirable work and denied overtime, whole for any loss of earnings and other
benefits suffered as a result of our discrimination against them in the manner set forth in the
remedy section of the decision.
WE WILL make John Fricano whole for any loss of earnings and other benefits suffered as a
result of his unlawful suspension in the manner set forth in the remedy section of the decision.
WE WILL within 14 days from the date of the Board’s Order, remove from our files any
references to the unlawful suspensions of Dennis Bush and John Fricano, and within 3 days
thereafter notify them in writing that this has been done and that the suspensions will not be
used against them in any way.
WE WILL remove from Dmytro Rulov’s 2018 evaluation the language that he should focus on
work, and within 3 days thereafter notify him in writing that this has been done.
WE WILL bargain in good faith with the Union as the exclusive representative of the unit
described above, concerning terms and conditions of employment and, if an understanding is
reached, embody the understanding in a signed agreement.
WE WILL notify and, on request, bargain with the Union before implementing any changes in
wages, hours, or other terms and conditions of employment.
WE WILL bargain with the Union on the retroactivity of pay increases conferred in 2018.
WE WILL provide the Union with the information that it requested since on about May 24,
2018, regarding the performance reviews and wage increases of nonunit employees.
WENDT CORPORATION
(Employer)
Dated By
(Representative) (Title)
The National Labor Relations Board is an independent Federal agency created in 1935 to
enforce the National Labor Relations Act. It conducts secret-ballot elections to determine
whether employees want union representation and it investigates and remedies unfair labor
practices by employers and unions. To find out more about your rights under the Act and how
to file a charge or election petition, you may speak confidentially to any agent with the
Board’s Regional Office set forth below. You may also obtain information from the Board’s
website: www.nlrb.gov.
Niagara Center Building., 130 S. Elmwood Avenue, Suite 630, Buffalo, NY 14202-2465
(716) 551-4931, Hours: 8:30 a.m. to 5 p.m.
The Administrative Law Judge’s decision can be found at www.nlrb.gov/case/03-CA-212225 or by using
the QR code below. Alternatively, you can obtain a copy of the decision from the Executive Secretary,
National Labor Relations Board, 1015 Half Street, S.E., Washington, D.C. 20570, or by calling (202)
273-1940.
THIS IS AN OFFICIAL NOTICE AND MUST NOT BE DEFACED BY ANYONE
THIS NOTICE MUST REMAIN POSTED FOR 60 CONSECUTIVE DAYS FROM THE
DATE OF POSTING AND MUST NOT BE ALTERED, DEFACED, OR COVERED BY
ANY OTHER MATERIAL. ANY QUESTIONS CONCERNING THIS NOTICE OR
COMPLIANCE WITH ITS PROVISIONS MAY BE DIRECTED TO THE ABOVE
REGIONAL OFFICE’S COMPLIANCE OFFICER, (518) 419-6669.