NLRB v. Pier Sixty, LLC, No. 15-1841 (2d Cir. 2017)Annotate this Case
Pier Sixty challenged the determination that it violated Sections 8(a)(1) and 8(a)(3) of the National Labor Relations Act (NLRA), 29 U.S.C. 158(a)(1) and (3), by discharging an employee in retaliation for protected activity. The court held that Pier Sixty has not shown the existence of an "extraordinary circumstance" that requires the court to waive the ordinary rule against considering arguments not presented to the Board as required by 29 U.S.C. 160(e). Therefore, the court did not reach the merits of the challenge to Acting General Counsel Solomon's appointment. The court also affirmed the Board's determination that Pier Sixty violated Sections 8(a)(1) and 8(a)(3) by discharging Hernan Perez since Perez's conduct was not so "opprobrious" as to lose the protection of the NLRA. The court's decision rests heavily on the deference afforded to the Boards factual findings, made following a six‐day bench trial informed by the specific social and cultural context in this case. However, the court noted that Perez's conduct sits at the outer‐bounds of protected, union‐related comments. Accordingly, the court granted the Board's application for enforcement and denied Pier Sixty's cross-petition for review.