Nat'l Labor Rel. Bd. v. Simon Debartelo Group
| Citation | 241 F.3d 207 |
| Decision Date | 01 August 2000 |
| Docket Number | AFL-CI,Docket No. 99-4217,I |
| Parties | (2nd Cir. 2001) NATIONAL LABOR RELATIONS BOARD, Petitioner, v. SIMON DEBARTELO GROUP A/W M.S.; SIMON PROPERTY GROUP A/W M.S. MANAGEMENT ASSOCIATES INC. C/O SMITH HAVEN MALL, Respondent, LOCAL 32B 32J, SERVICE EMPLOYEES INTERNATIONAL UNIONntervenor |
| Court | United States Courts of Appeals. United States Court of Appeals (2nd Circuit) |
Petition for enforcement of a final order of the National Labor Relations Board declaring that respondent, as a successor to an employer whose employees had chosen union representation, had violated §§ 8(a)(1) & (5) of the National Labor Relations Act, 29 U.S.C. §§ 158(a)(1), (5), by failing to recognize and bargain in good faith with the union representing its heating and air conditioning maintenance employees.
GRANTED.
CHARLES DONNELLY, National Labor Relations Board, Washington, D.C. (Jeffrey Lawrence Horowitz, on the brief), for Petitioner.
RICHARD H. STREETER, Barnes & Thornburg, Washington, D.C. (Douglas J. Heckler, on the brief), for Respondent.
CRAIG BECKER, Chicago, IL (Larry Engelstein, SEIU Local 32B-32J, New York, NY, on the brief), for Intervenor.
Before: VAN GRAAFEILAND, WINTER, and CALABRESI, Circuit Judges.
The National Labor Relations Board (the "Board") petitions this court to enforce the Board's order directing respondent Simon DeBartolo Group1 ("DeBartolo") to remedy alleged unfair labor practices by recognizing and bargaining in good faith with intervenor Local 32B-32J, Services Employees International Union (the "union"). The Board's order is premised on a finding that DeBartolo is a "successor" employer to General Growth Management, Inc. ("General Growth") with respect to the four heating and air conditioning ("HVAC") maintenance workers previously employed by General Growth at Smith Haven Mall, employees whom DeBartolo retained when it took over the mall's operations. See Simon DeBartelo Group, 325 N.L.R.B. 1154 (1998). DeBartolo contends that, because of changes in the bargaining unit's size and structure, it has not succeeded to General Growth's collective bargaining obligations. We conclude that the Board's order should be enforced.
The relevant facts, as summarized in the Board's opinion, are as follows:
Prior to December 1995, the Smith Haven Mall was owned by Prudential Inc. and was managed by General Growth. General Growth had a collective bargaining agreement with the Union covering a unit of about 35 housekeeping employees employed as housekeepers, machine operators, and other building maintenance employees. Also included in the unit were four maintenance A mechanics who operated the mall's heating and air conditioning system. There was no interchange between the HVAC employees and the housekeeping employees.
On December 28, 1995, the Respondent bought the mall from Prudential and terminated General Growth as the cleaning contractor.... [R]epresentatives of the Respondent met with the unit employees and told them that the Respondent was contracting out the housekeeping and maintenance services to an outside cleaning contractor, but that it intended to handle the HVAC work on an in house basis with its own employees.... Later on December 28, all four of the former General Growth HVAC employees were hired. No other applicants were hired. The four HVAC employees performed the same jobs they formerly performed for General Growth, maintaining and running the mall's heating and air conditioning system. The [administrative law] judge found "as a fact that the HVAC employees performed essentially the same duties and job functions for Respondent as they did for General."2
On December 27, the Union's counsel, apparently aware of the impending sale, sent a letter... requesting the Respondent to contact him "for purposes of arranging for negotiations for terms and conditions of employment to be embodied in a formal collective bargaining agreement." On December 28, the Respondent's counsel replied, stating that because the Respondent had not yet completed its hiring process, it was unable to agree to the Union's request for contract negotiations.
Simon DeBartelo Group, 325 N.L.R.B. at 1154.
On these facts, the administrative law judge ("ALJ") concluded that diminution in the size of the bargaining unit and the change in the types of jobs within it constituted a sufficient change of circumstances to defeat any continuing obligation on DeBartolo's part to bargain with the union. A three-member panel of the Board reversed, by a two-to-one vote, finding that "the diminution of unit scope under the circumstances presented here is insufficient to meaningfully affect the way the employees view their job situations, and would not significantly affect employee attitudes concerning union representation." Id. at 1156.3 Accordingly, it found that DeBartolo's refusal to recognize and bargain with the union was an unfair labor practice in violation of §§ 8(a)(1), (5) of the National Labor Relations Act ("NLRA"), 29 U.S.C. §§ 158(a)(1), (5), and ordered DeBartolo to recognize and bargain with the union. DeBartolo having refused to do so, the Board now petitions for enforcement of its ordered remedy, see NLRA, 29 U.S.C. § 160(e).
This case arises against the backdrop of settled law governing when a bargaining obligation between an employer and a union survives a change in the firm's ownership.
For a year after a union has been certified it is entitled to a "conclusive presumption of majority status," Fall River Dyeing & Finishing Corp. v. N.L.R.B., 482 U.S. 27, 37 (1987), and thereafter to a "rebuttable presumption of majority support." Id. at 38. These presumptions govern an employer's duty to bargain with its employees' chosen collective bargaining agent. See id. at 41; Banknote Corp. of America v. N.L.R.B., 84 F.3d 637, 642 (2d Cir. 1996). And unless the employer first demonstrates a good-faith basis for believing that the union has lost majority status, that employer may not avoid bargaining by invoking doubts about the union's continued workplace support. See N.L.R.B. v. Katz's Delicatessen of Houston Street, Inc., 80 F.3d 755, 764 (2d Cir. 1996); Nazareth Regional High Sch. v. N.L.R.B., 549 F.2d 873, 880 (2d Cir. 1977).
When a new employer takes over an enterprise, the employees' choice of a union is not negated by "a mere change of employers or of ownership in the employing industry." Fall River Dyeing, 482 U.S. at 37 (quoting N.L.R.B. v. Burns Int'l Security Servs., Inc., 406 U.S. 272, 279 (1972)). Indeed, the policies undergirding the presumptions of continued union support are "particularly pertinent in the successorship situation." Id. at 38-40 ()
As a result, a successor employer inherits its predecessor's bargaining obligations whenever it structures its business in a manner that maintains (a) "substantial continuity" between old and new working conditions and (b) a total complement among which the old employees form a majority. Id. at 43; accord Banknote Corp., 84 F.3d at 642; Saks & Co. v. N.L.R.B., 634 F.2d 681, 685-86 (2d Cir. 1980). And this is so even though a successor employer has an undoubted "prerogative... independently to rearrange [its] business[]." Fall River Dyeing, 482 U.S. at 40 (quoting Golden State Bottling Co. v. NLRB, 414 U.S. 168, 182 (1973)). Effectively then, a successor's obligations to bargain with an incumbent union attach if, but only if, it "makes a conscious decision to maintain generally the same business and to hire a majority of its employees from the predecessor," thereby evincing an intent "to take advantage of the trained work force of its predecessor." Id. at 41.
The matter of substantial continuity "is primarily factual in nature and is based upon the totality of the circumstances of a given situation," and it is evaluated principally from "the employees' perspective," the crucial question being "whether 'those employees who have been retained will understandably view their job situations as essentially unaltered.'" Id. at 43 (quoting Golden State Bottling, 414 U.S. at 184); accord N.L.R.B. v. Cablevision Sys. Dev. Co., 671 F.2d 737, 739 (2d Cir. 1982) (). Among the relevant factors are "whether the business of both employers is essentially the same; whether the employees are doing the same jobs in the same working conditions under the same supervisors; and whether the new entity has the same production process, produces the same products, and basically has the same body of customers." Fall River Dyeing, 482 U.S. at 43.
In this case, where all four of DeBartolo's HVAC employees were members of the predecessor unit, where there is no dispute that these employees constitute an appropriate bargaining unit,4 and where the union made a valid demand for bargaining,5 the only live question is whether the "substantial continuity" requirement has been met. Moreover, a Board finding as to whether that continuity between the old and new employers existed will be upheld so long as it is reasonable and supported by substantial evidence. SeeFall River Dyeing, 482 U.S. at 42; Katz's Delicatessen, 80 F.3d at 763. And a Board decision is deemed supported by "substantial evidence" whenever, on the relevant record, "it would have been possible for a reasonable jury to reach the [same] conclusion." Allentown Mack Sales and Serv., Inc. v. NLRB, 522 U.S. 359, 366 (1998).
Here, the undisputed facts showed that before and after the relevant change in management, the HVAC...
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