Constellium Rolled Products Ravenswood, LLC v. NLRB, No. 21-1191 (D.C. Cir. 2022)
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The National Labor Relations Board (“NLRB” or “Board”) decided that Constellium Rolled Products had violated Sections 8(a)(1) and (3) of the National Labor Relations Act (“NLRA”), 29 U.S.C. Section 158(a)(1), (3), by suspending and terminating an employee for offensive conduct done in the course of protected Section 7 activity, 29 U.S.C. Section 157. On review, this DC Circuit court held that the Board had based its decision “upon substantial evidence” without “impermissibly depart[ing] from precedent without explanation,” but had failed to address the potential conflict between its interpretation of the NLRA and Constellium’s obligations under state and federal equal employment opportunity laws. On remand, the Board affirmed its earlier decision but used a different analytical framework to do so. Constellium argued that the Board has failed to reconcile the conflict upon which we remanded the case and challenges the Board’s most recent analysis.
The DC Circuit concluded that the Board sufficiently addressed the conflict between the NLRA and Constellium’s antidiscrimination obligations and reasonably found that Constellium terminated the employee in violation of Sections 8(a)(1) and (3) of the NLRA. 29 U.S.C. Section158(a)(1), (3). Accordingly, the court denied Constellium’s petition and granted the Board’s cross-application for enforcement of its order. The court explained that an employer may defend against allegations that its act of discipline against an employee engaged in protected activity violated the NLRA by demonstrating that its motive was adherence to anti-discrimination laws. This approach addresses the potential conflict between the Board’s interpretation of the NLRA and Constellium’s obligations under state and federal equal employment opportunity laws.
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