BUFFALO FORGE CO. V. STEELWORKERS
| Decision Date | 06 July 1976 |
| Citation | 428 U. S. 397 |
| Court | U.S. Supreme Court |
CERTIORARI TO THE UNITED STATES COURT OF APPEALS
FOR THE SECOND CIRCUIT
After petitioner employer's "office clerical-technical" (O&T) employees went on strike and picketed petitioner's plants during negotiations for a collective bargaining contract, petitioner's production and maintenance (P&M) employees, who are represented by respondent unions, honored the O&T picket lines and stopped work in support of the sister unions representing the O&T employees. Petitioner then filed suit against respondents under § 301(a) of the Labor Management Relations Act, claiming that the P&M employees' work stoppage violated the no-strike clause in the collective bargaining contracts between petitioner and respondents, and that the question whether such work stoppage violated the no-strike clause was arbitrable under the grievance and arbitration provisions of the contracts for settling disputes over the interpretation and application of each contract. Petitioner sought damages, injunctive relief, and an order directing respondents to arbitrate such question. The District Court, concluding that the work stoppage was the result of P&M employees' engaging in a sympathy strike in support of the striking O&T employees, held that it was prohibited from issuing an injunction by § 4 of the Norris-LaGuardia Act because the P&M employees' strike was not an "arbitrable grievance," and hence was not within the "narrow" exception to the Norris-LaGuardia Act established in Boys Markets v. Retail Clerks Union, 398 U. S. 235. The Court of Appeals affirmed.
Held: The District Court was not empowered to enjoin the P&M employees' sympathy strike pending the arbitrator's decision as to whether the strike was forbidden by the no-strike clause. P P. 404-413.
(a) The strike was not over any dispute between respondents and petitioner that was even remotely subject to the arbitration provisions of the collective bargaining contract, but was a sympathy strike in support of sister unions negotiating with petitioner with neither the purpose nor the effect of denying or evading
an obligation to arbitrate or of depriving petitioner of its bargain. Boys Markets, supra, distinguished. P P. 405-408.
(b) Nor was an injunction authorized solely because it was alleged that the sympathy strike violated the' no-strike clause, since, although a § 301 suit may be brought against strikes that breach collective bargaining contracts, this does not mean that federal courts may enjoin contract violations despite the Norris-LaGuardia Act. P. 409.
(c) While the issue whether the sympathy strike violated the no-strike clause was arbitrable, it does not follow that the District Court was empowered not only to order arbitration but also to enjoin the strike pending the arbitrator's decision, since, if an injunction could so issue, a court could enjoin any alleged breach of a collective bargaining contract pending the exhaustion of the applicable grievance and arbitration procedures, thus cutting deeply into the Norris-LaGuardia Act's policy and making courts potential participants in a wide range of arbitrable disputes under many collective bargaining contracts, not just for the purpose of enforcing promises to arbitrate, but for the purpose of preliminarily dealing with the factual and interpretative issues that are subjects for the arbitrator. P P. 409-412.
517 F.2d 1207, affirmed.
The issue for decision is whether a federal court may enjoin a sympathy strike pending the arbitrator's decision as to whether the strike is forbidden by the express no-strike clause contained in the collective bargaining contract to which the striking union is a party.
The Buffalo Forge Co. (employer) operates three separate plant and office facilities in the Buffalo, N.Y., area. For some years, production and maintenance (P&M) employees at the three locations have been represented by the United Steelworkers of America, AFL-CIO, and its Local Unions No. 1874 and No. 3732 (hereafter sometimes collectively the Union). The United Steelworkers is a party to the two separate collective bargaining agreements between the locals and the employer. The contracts contain identical no-strike clauses, [Footnote 1] as well as grievance and arbitration provisions
for settling disputes over the interpretation and application of each contract. The latter provide:
[Footnote 2]"
Shortly before this dispute arose, the United Steelworkers and two other locals not parties to this litigation were certified to represent the employer's "office clerical-technical" (O&T) employees at the same three locations. On November 16, 1974, after several months of negotiations looking toward their first collective bargaining agreement, the O&T employees struck and established picket lines at all three locations. On November 18, P&M employees at one plant refused to cross the O&T picket line for the day. Two days later, the employer learned that the P&M employees planned to stop work at all three plants the next morning. In telegrams to the Union, the employer stated its position that a strike by the P&M employees would violate the no-strike clause, and offered to arbitrate any dispute
which had led to the planned strike. [Footnote 3] The next day, at the Union's direction, the P&M employees honored the O&T picket line and stopped work at the three plants. They did not return to work until December 16, the first regular working day after the District Court denied the employer's prayer for a preliminary injunction.
The employer's complaint under § 301(a) of the Labor Management Relations Act, 1947, [Footnote 4] filed in District Court on November 26, claimed the work stoppage was in violation of the no-strike clause. Contending in the alternative that the work strike was caused by a specific incident involving P&M truck drivers' refusal to follow a supervisor's instructions to cross the O&T picket line, and that the question whether the P&M employees' work stoppage violated the no-strike clause was itself arbitrable, the employer requested damages, a temporary restraining order and a preliminary injunction against the strike, and an order compelling the parties to submit
any "underlying dispute" to the contractual grievance and arbitration procedures. The Union's position was that the work stoppage did not violate the no-strike clause. [Footnote 5] It offered to submit that question to arbitration "on one day's notice," [Footnote 6] but opposed the prayer for injunctive relief.
After denying the temporary restraining order and finding that the P&M work stoppage was not the result of the specific refusal to cross the O&T picket line, the District Court concluded that the P&M employees were engaged in a sympathy action in support of the striking O&T employees. The District Court then held itself forbidden to issue an injunction by § 4 of the Norris-LaGuardia Act [Footnote 7] because the P&M employees' strike
was not over an "arbitrable grievance," and hence was not within the "narrow" exception to the Norris-LaGuardia Act established in Boys Markets v. Retail Clerks Union, 398 U. S. 235 (1970). 386 F.Supp. 405 (WDNY 1974).
On the employer's appeal from the denial of a preliminary injunction, 28 U.S.C. § 1292(a)(1), the parties stipulated that the District Court's findings of fact were correct, that the Union had authorized and directed the P&M employees' work stoppage, that the O&T employees' strike and picket line were bona fide, primary, and legal, and that the P&M employees' work stoppage, though ended, might "be resumed at any time in the near future at the direction of the International Union, or otherwise." [Footnote 8]
The Court of Appeals affirmed. It held that enjoining
this strike, which was not "over a grievance which the union has agreed to arbitrate," was not permitted by the Boys Markets exception to the Norris-LaGuardia Act. 517 F.2d 1207, 1210 (CA2 1975). Because the Courts of Appeals are divided on the question whether such a strike may be enjoined, [Footnote 9] we granted the employer's petition for a writ of certiorari, 423 U.S. 911 (1975), and now affirm the judgment of the Court of Appeals.
As a preliminary matter, certain elements in this case are not in dispute. The Union has gone on strike not by
reason of any dispute it or any of its members has with the employer, but in support of other local unions of the same international organization, that were negotiating a contract with the employer and were out on strike. The parties involved here are bound by collective bargaining contracts each containing a no-strike clause which the Union claims does not forbid sympathy strikes. The employer has the other view, its complaint in the District Court asserting that the work stoppage violated the no-strike clause. Each of the contracts between the parties also has an arbitration clause broad enough to reach not only disputes between the Union and the employer about other provisions in the contracts,...
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