Wendt Corp. v. National Labor Relations Board, No. 20-1319 (D.C. Cir. 2022)
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The NLRB affirmed an ALJ‘s finding that Wendt engaged in numerous unfair labor practices under the NLRA, 29 U.S.C. 158(a)(1), (3), (5) based on five incidents and actions.
The D.C. Circuit affirmed with respect to: Wendt’s plant manager’s denial of an employee’s request for the presence of a union representative during questioning that resulted in a suspension; the reassignment of a Union bargaining team member to a lower level of work and the denial of his requests for overtime following a temporary layoff during negotiations; Wendt’s promotion of three Union employees into plant supervisor positions without hiring anyone to fill the vacant unit roles while requiring the new supervisors to continue doing some of the unit work from their previous roles; and, following the Union’s certification, Wendt’s delay of evaluation of unit employees and accompanying wage increases for about six months. The court reversed with respect to the temporary layoffs during bargaining; the NLRB did not adequately address Wendt’s “past practices” argument.
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