10(j) Activity Story

In March 2013, employees of S.W. Pitts Hose Company of Latham, N.Y., Inc. (Employer) voted to be represented by Local 4924, Colonie Professional Firefighters Association, International Association of Firefighters (Union).Over the course of the next several months, the Employer actively refused to bargain in good faith, illegally and unilaterally changed terms and conditions of employment, unlawfully fired two employees for Union involvement, and restricted employees’ rights.

In May 2013, the drivers at Hogan Transports, Inc. (Employer), a trucking company, began a union organizing campaign at their workplace in West Coxsakie, New York, with the assistance of Teamsters, Local 294, International Brotherhood of Teamsters (the Union). A majority of employees signed union authorization cards and the Union filed a petition and sought to become the bargaining representative for the workers. The Employer responded by threatening employees with job loss, questioning employees about their union support, promising and granting wage increases, and discharging a pro-union employee.

In September 2011, employees at First Student, Inc, a company that provided local school bus transportation services, chose the United Food and Commercial Workers Union, Local 1459 (Union) to be their exclusive collective bargaining representative. The Union is to hold that status until August, 2015. However, in July of 2013, M&J Bus, Inc. (the Employer) assumed First Student's public school bus transportation functions. Since the operations of the business were basically unchanged, in fact keeping most of the same employees, M&J is obligated to bargain with the Union as a successor employer.

Employees at a Novelis Corporation (Employer) fabrication plant were dissatisfied with pending policy changes adversely affecting their holiday pay and overtime pay. The employees sought union representation to collectively bargain with the Employer. During the representation election campaign, the NLRB received reports that the Employer violated Federal labor law. The NLRB undertook an investigation and found evidence that the Employer threatened employees with plant closure, job loss, a reduction in wages, and mandatory overtime if they voted for the Union. 

First Transit, Inc. (Company), a transportation management company operating throughout the United States, obtained a transit contract in 2011 to operate Red Apple Transit, a passenger bus company in Farmington, N.M.  All the full-time and regular part-time drivers at Red Apple Transit were represented by the Sheet Metal, Air, Rail and Transportation Workers (Union).

After contact with the Iron Workers District Council of Northern Ohio, Western Pennsylvania and Northern West Virginia (the Union) in early May 2014, several employees of Buffalo Structural Steel in Titusville, Pennsylvania (the Employer) began meeting with their co-workers during break time and after work hours to solicit support for the Union.

When the Wheeling Corrugated Company (Wheeling), a roofing and siding business in Louisville, Kentucky, went bankrupt in 2012, World Class Corrugating, LLC (the Company) purchased some of their assets in a bankruptcy proceeding. World Class Corrugating, LLC began similar operations and employed Wheeling’s managers and supervisors

When employees at G-2 V Enterprises, Inc, a landscaping and grounds maintenance services company began looking into union membership, the company put in place a broad prohibition against conducting union activities during work hours. Some workers, however, continued to assert their right and to engage in these activities. 

On January 24, 2014, the United States District Court for the Northern District of Ohio Eastern Division granted an injunction filed by Frederick J. Calatrello, Regional Director for Region 8 (Cleveland) of the National Labor Relations Board (NLRB) against DHSC, LLC, which does business as Affinity Medical Center in Massillon, Ohio. The court found that the NLRB had reasonable cause to believe that Affinity Medical Center violated the National Labor Relations Act when the company disciplined and fired a long-tenured orthopedic nurse who was a union supporter, limited access to its property to a union representative, and refused to recognize or bargain with the National Nurses Organizing Committee (NNOC), the nurses’ recently-certified collective bargaining representative.

During August 2013, employees at Amphenol Griffith Enterprises (Employer), a Cottonwood, Arizona manufacturer of electrical support systems for aviation and gas pipeline customers, held several meetings to discuss union organizing at their workplace with the assistance of the International Brotherhood of Electrical Workers.  Several employees launched a pro-union campaign to which the Employer aggressively responded, escalating with the discharge of a pro-union employee.