DHL Express, Inc. v. NLRB, No. 12-1072 (D.C. Cir. 2016)
Annotate this CaseThe Company, DHL, petitioned for review of the Board's finding that the Company violated Section 8(a)(1) of the National Labor Relations Act (NLRA), 29 U.S.C. 158, by prohibiting nonworking employees from distributing union literature in the hallway of its facility. As a preliminary matter, the court concluded that it was precluded from considering any direct challenge to the Board’s mixed-use presumption. In regard to the balancing of rights, the court concluded that while the Company may be able to dictate the terms of access to strangers, contractors, and other business invitees, “no restriction may be placed on the employees’ right to discuss self-organization among themselves, unless the employer can demonstrate that a restriction is necessary to maintain production or discipline.” The court rejected DHL's challenge to the "heightened" presumption purportedly employed by the ALJ and concluded that the Board’s mixed-use determination is supported by substantial evidence on the record as a whole. The court concluded that, given the absence of evidence that discipline, production, or security had been adversely affected, the Board’s determination was supported by substantial evidence on the record as a whole. Finally, the court concluded that, under the circumstances, it was satisfied that the General Counsel proved the unfair labor practice, regardless of whether some employees who received the distribution were on the clock. Accordingly, the court denied the petition for review and granted the Board's application for enforcement.
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