MCPc, Inc v. Nat'l Labor Relations Bd., No. 14-1379 (3d Cir. 2016)
Annotate this CaseGalanter, an MCPc senior solutions architect, was designing and implementing a call center at the company’s Buffalo locations. MCPc’s director of engineering visited regularly and took available employees out to lunch. On February 24, 2011, lunch included Galanter; another solutions architect; and two engineers. They discussed an engineer shortage. Galanter stated that he was working too many hours, urged the director to hire additional engineers, and stated that MCPc could hire several additional engineers with the $400,000 salary MCPc was paying a recently hired executive. CEO Trebilcock was informed of Galanter’s comments and requested an investigation. He was informed that Galanter had obtained global access privileges and could view confidential files normally restricted to human resources personnel. Galanter attributed his knowledge to what he had found on the Internet, to “water cooler” conversation, and to comments by sales representatives. Trebilcock concluded that Galanter was lying and terminated his employment. The NLRB issued a complaint alleging violation of 29 U.S.C. 158(a)(1), by discharging Galanter for complaining about working conditions, a protected concerted activity. The Third Circuit agreed with the Board that Galanter engaged in protected concerted activity during the February 24th lunch, but vacated and remanded for the Board to consider whether that activity or MCPc’s belief that Galanter engaged in misconduct or dishonesty formed the basis for his discharge.
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