About NLRB

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.

During a successful organizing campaign by International Brotherhood of Electrical Workers, Local 387 (the Union), One Call Locators, Ltd. d/b/a ELM Locating & Utility Services in Phoenix, Arizona (the Employer) engaged in unlawful conduct, including promising increased benefits and improved terms and conditions of employment if employees refrained from engaging in union activities.  In addition, the Employer threatened removal of paid holidays if they selected the Union as their bargaining representative. Notwithstanding this coercive conduct, on February 22, 2014, the employees selected the Union as their collective-bargaining representative.  Thereafter, several employees were disciplined, and two were discharged for their role in the organizational campaign.

In May of 2012, the International Brotherhood of Teamsters, Port Division (Union) began organizing truck drivers at Green Fleet Systems, Inc (Employer), a company that employs around 110 truck drivers to transport goods in and around Southern California. Soon after the organizing campaign began, various representatives of the Employer began engaging in a multitude of unfair labor practices against the organizing employees. The unfair labor practices included soliciting signatures on anti-union petitions and promising increased benefits and improved terms and conditions to employees if they refused to support the Union.

In early August 2013, the Service Employees International Union-Long Term Care Workers (Union) launched an organizing campaign at Vista Del Sol Health Services (Employer) in Los Angeles, California. When a manager discovered that organizers were visiting employees at home, she called a meeting and informed staff that thieves claiming to be union organizers were visiting homes in order to steal documentation and other information, and stated that they should not open their doors to them.

In a decision issued on January 14, 2014, the United States District Court for the Eastern District of California granted a petition for a preliminary injunction filed by Joseph F. Frankl, Regional Director for Region 20 (San Francisco) of the National Labor Relations Board against Fairfield Imports, LLC d/b/a Fairfield Toyota, Momentum Autogroup, and Momentum Toyota of Fairfield, until the case now pending before an administrative law judge of the Board is finally decided by the Board.

On October 17, 2013, the Board authorized pursuing an injunction against Merit House, LLC (Employer) for refusing to recognize and bargain with Service Employees International Union District 1199 (Union), which represented approximately 25 predecessor employees who were hired by the Employer. The Region was directed to seek a cease and desist order and an interim bargaining order.

On August 23, 2013, the NLRB’s Detroit, MI Regional Office issued a complaint alleging that Holy Cross Youth and Family Services, Inc., d/b/a Kairos Healthcare (the Employer) unlawfully withdrew recognition from Local 517M, Service Employees International Union (the Union), made unilateral changes to employees’ terms and conditions of employment without affording the Union an opportunity to bargain over those changes, and failed to provide relevant information to the Union to assist in its bargaining with the Employer on behalf of the employees.

During the one-year waiting period after the International Union of Operating Engineers, Local 399 (Union) lost an election to represent employees of Porter Hospital, LLC, d/b/a Porter Regional Hospital (Employer), the Employer unlawfully informed employees that they were not allowed to talk about their terms and conditions of employment, including disciplinary actions, with other employees.  The Employer also unlawfully informed all employees that they may not discuss the Union during their lunch period.

Java City, Inc. of Sacramento, California (the Employer) roasts, processes, and provides coffee and coffee-related products for wholesale customers. Beginning in March, 2014, one of the employees spoke with a majority of his co-workers to gauge support for a union organizing campaign. Finding that a majority of employees did in fact support voting in a union to be their collective bargaining representative, he met with an organizer from Teamsters Local 150 (the Union) in early April, signed a union-authorization card.  The employee then invited his co-workers, who had expressed an interest in union representation, to a meeting scheduled for April 12. The meeting never took place because the employee was discharged on April 9.  

Several bus drivers of Latino Express, a transportation company, sought the help of Teamsters Local Union 777 (Union) to improve their working conditions, and solicited their co-workers support to have the Union represent them in this regard.