A Reexamination of the Role of Employer Motive Under Sections 8(a)(1) and 8(a)(3) of the National Labor Relations Act
Publication year | 1982 |
I. The Role of Motive - Generally. . . . . . . . . . . . . . . .. 164
A. Motive or Balancing - The Procedural Resolution . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 165
B. Motive and Section 8(a)(1). . . . . . . . . . . . . . . .. 170
C. Discrimination and Section 8(a)(3). . . . . . . . . . 176
II. Discrimination as "Cause" or "Response". . . . . . .. 180
III. Discrimination as Disparate Treatment. . . . . . . . . . 182
A. Disparate Treatment: A Definition. . . . . . . . . . 182
B. Disparate Treatment as Employer Action Motivated by Protected Activity and Disparate Treatment as Employer Action Intended to Discourage Protected Activity . . . . . . . . . . . . .. 193
(1) Intent as Foreseeable Consequence. . . . . . 193
(2) Intent as Employer Desire to Punish Union Status or Activity. . . . . . . . . . . . . . . . 194
C. On the Distinction Between the "Typical Discharge Case" and the "Employer Response to Protected Activity" Case. . . . . . . . . . . . . . . . . . . 206
(1) The Distinction in Applicable Policies: Impact on Free Employee Choice. . . . . . . . . . 210
(2) The Distinction in Applicable Policies: Presence or Absence of Employer Interests 213
(3) The Distinction in Applicable Policies: Deterrence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 218
(4) The Distinction Between Factual and Legal Cause . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 222
IV. Disparate Treatment Reexamined: The Risk of Manipulation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 234
A.
B.
C. Further Examples of Balancing in Fact:
V. The Conception Reassembled: The Employer's Impartiality Obligation. . . . . . . . . . . . . . . . . . . . . . . . . . . . 245
A. The Policy Justification for a Narrow Obligation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 245
B. The Nature of the Interests Protected by a Narrow Impartiality Obligation. . . . . . . . . . . . . 251
VI. The Relationship Between a Policy of Free Employee Choice and Policies Protecting Group Action 255
VII. Conclusion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 264
The question of the role of employer motive in analysis of the unfair labor practices defined by Sections 8(a)(1) and (3) of the National Labor Relations Act(fn1) has troubled the National Labor Relations Board and the courts from the time of the enactment of that legislation.(fn2) Despite repeated efforts by the Supreme Court to authoritatively define that role(fn3) and repeated efforts by academics to advise the Court in the task,(fn4) motive's function remains confused-the subject of diverse viewpoints compromised in the cases by an analysis which submerges fundamental issues in the language of procedural burdens of proof.(fn5)
The submerging is not news. It has constituted the state of the law since the Supreme Court's 1967 decision in
It is with some trepidation that one approaches an outline of the role played by employer motive in the analysis of Sections 8(a)(1) and 8(a)(3). There is no want of scholarly discourse on the problem(fn12) and the problem is one of substantial complexity because the Supreme Court has not been consistent in its view of the matter.(fn13) It is nevertheless necessary to provide some background for the present inquiry and to hopefully suggest the perspective from which the inquiry is made.
In
The Court used
Laid upon the contradictory fabric of these strands of doctrine was the further unresolved problem of the relationship between Sections 8(a)(1) and (3), because although generally motive was not relevant in the context of 8(a)(1) even if relevant in the context of 8(a)(3),(fn28) it was not clear when 8(a)(1) could be invoked independently of 8(a)(3).(fn29)
The Court's reconciliation was to invoke motive as the controlling question in both 8(a)(1) and 8(a)(3) cases.(fn30) Although the Court conceded that the lockout tended to interfere both with the right to bargain (by punishing employees for demanding terms inconsistent with the employer's bargaining position) and with the right to strike (by preempting that right), neither interference was of a type so "destructive" of employee rights to make inquiry into employer motivation under Section 8(a)(1) unnecessary:(fn31) "Proper analysis of the problem demands that the simple intent is to support the employer's bargaining position . . . be distinguished from a hostility to the process of collective bargaining which could suffice to render a lockout unlawful."(fn32) Moreover, the court noted that a violation of Section 8(a)(3) "will normally turn on the employer's motivation."(fn33) Although there is a "natural tendency" in many employer actions to discourage union membership or activity, 8(a)(3) does not prohibit "actions taken to serve legitimate business interests."(fn34) The Board must, therefore, "find that the employer acted for a proscribed purpose."(fn35)
To that rule the Court nevertheless postulated an exception designed to accommodate the "balancing" strand of its earlier doctrine: "There are some practices which are inherently so prejudicial to union interests and so devoid of significant economic justification that no specific evidence of intent to discourage union membership or other...
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