NOT PRECEDENTIAL
UNITED STATES COURT OF APPEALS FOR THE THIRD CIRCUIT
___________
Nos. 19-1504 and 19-1680
NATIONAL LABOR RELATIONS BOARD Petitioner v.
IMAGEFIRST UNIFORM RENTAL SERVICE LLC Respondent
IMAGEFIRST UNIFORM RENTAL SERVICE LLC, Petitioner
v.
NATIONAL LABOR RELATIONS BOARD, Respondent
____________________________________
On Application for Enforcement of an Order of the National Labor Relations Board and Petition for Review of the National Labor Relations Board Order (Case Nos. 22-CA-161563 and 22-CA-181197)
Submitted under Third Circuit LAR 34.1(a) on November 14, 2019
Before: JORDAN, SCIRICA and RENDELL, Circuit Judges O P I N I O N*
RENDELL, Circuit Judge.
The National Labor Relations Board (“NLRB”) petitions for enforcement of its
August 27, 2018 Decision and Order that ImageFIRST Uniform Rental Service, LLC
(“IF”) engaged in unfair labor practices in violation of Section 8 of the National Labor
Relations Act (“NLRA”), 29 U.S.C. § 158(a)(1). IF cross-petitions for review of the
NLRB’s Order. For the following reasons, we will grant the NLRB’s application for
enforcement and deny IF’s cross-petition for review.
I.
In July 2015, the Laundry Distribution and Food Service Joint Board, Workers
United, affiliated with the Service Employees International Union (“the union”) began an
organizing campaign at IF’s facility in Clifton, New Jersey. As part of the campaign,
union representatives distributed leaflets outside of the facility and visited IF employees’
homes. Shortly after learning of this union activity, IF owner Jeffery Bernstein and
general manager James Kennedy conducted multiple group meetings with plant
employees, soliciting grievances and assuring employees that changes would be made.
During these meetings, plant employees complained about issues that they were having
with two employees: Supervisor Joe Ventura and Lead Person Miriam Farez. In response,
* This disposition is not an opinion of the full Court and pursuant to I.O.P. 5.7 does not constitute binding precedent.
2 Bernstein instructed Kennedy to terminate them. During these meetings, Kennedy also
received feedback that the employees were unsatisfied with the meals IF provided. In
response, IF provided the employees with their preferred food choices. After the union
campaign, IF also provided meals more frequently and took employees out to restaurants
for lunch.
II.
The union filed an unfair labor practice charge against IF, and the NLRB issued a
complaint against IF. An Administrative Law Judge conducted a hearing and concluded
that IF’s conduct violated Section 8(a)(1) of the NLRA. On review, the NLRB affirmed
the ALJ’s decision and adopted its Order requiring IF to cease its unfair labor practices.
These unfair labor practices included: (1) discharging Ventura and Farez in order to
discourage support for the Union; (2) “soliciting grievances and impliedly promising to
remedy those grievances in a manner different than it did prior to the start of the union
campaign”; (3) increasing the “frequency and quality of food” provided to employees; (4)
physically confronting a union representative; and (5) “maintaining an illegal rule in its
employee handbook.” JA 36. The NLRB’s application for enforcement and IF’s cross-
petition for review followed.1
III.
1 IF does not seek review of the NLRB’s conclusions under (4) and (5). 3 A.
The NLRB had jurisdiction over this matter under 29 U.S.C. § 160(a). We have
jurisdiction to review the NLRB’s Order pursuant to 29 U.S.C. § 160(f) and jurisdiction
to review its application for enforcement pursuant to 29 U.S.C. § 160(e).
We will accept the NLRB’s factual findings as “conclusive if supported by
substantial evidence,” and subject any legal conclusions to plenary review with
“deference to the [NLRB’s] interpretation of the NLRA.” 1621 Route 22 W. Operating
Co., LLC v. NLRB., 825 F.3d 128, 144 (3d Cir. 2016). Substantial evidence is defined as
“such relevant evidence as a reasonable mind might accept as adequate to support a
conclusion.” Citizens Publ’g & Printing Co. v. NLRB, 263 F.3d 224, 232 (3d Cir. 2001).
We defer to the NLRB’s credibility determinations and reverse “only if they are
inherently incredible or patently unreasonable.” Grane Health Care v. NLRB., 712 F.3d
145, 149 (3d Cir. 2013).
B.
An employer cannot “interfere with, restrain, or coerce employees” in the exercise
of protected activities, which includes the right to join a labor organization. 29 U.S.C. §
158(a)(1). “To establish a violation, it need only be shown that under the circumstances,
the employer’s conduct may reasonably tend to coerce or intimidate employees in the
exercise of rights protected under the [NLRA].” 1621 Route 22 W. Operating Co., 825
F.3d at 146 (citation and internal quotation marks omitted).
The NLRB argues that IF engaged in multiple unfair labor practices in order to
discourage employees from supporting the union. First, the NLRB argues that IF
4 unlawfully discharged Ventura and Farez in order to discourage unionization. “[I]t is an
unfair labor practice for an employer actually to grant benefits to employees shortly
before a representation election in order to induce them to vote against the union.” NLRB
v. Eagle Material Handling, Inc., 558 F.2d 160, 164 (3d Cir. 1977). In Eagle Material,
we held that a company violated the NLRA when it terminated an unpopular supervisor
shortly before the union’s representation election. Id. Like the employer in Eagle
Material, IF terminated two unpopular employees—Supervisor Ventura and Lead Person
Farez—less than ten days after learning about the union activity.
IF argues that Ventura and Farez were fired because they violated company
values. We find this argument unconvincing since IF was aware of ongoing issues with
Ventura and Farez prior to the union campaign, however did not terminate them until
after the union activities began. Accordingly, we find that substantial evidence supports
the NLRB’s conclusion that IF unlawfully discharged two unpopular supervisors in
violation of the NLRA.
Second, the NLRB argues that IF unlawfully altered its practice of soliciting
employee grievances in response to the union’s organizing campaign. “An employer
violates Section 8(a)(1) by expressly or impliedly promising to remedy employee
grievances if they reject the Union.” 1621 Route 22 W. Operating Co, 825 F.3d at 146.
“[M]ere solicitation of employee grievances prior to an election is not an unfair labor
practice.” Eagle Material, 558 F.2d at 164. However, “when the employer’s grievance
solicitation is accompanied by promises of benefits contingent upon the employees’
5 rejection of the union, such conduct constitutes an interference with the rights of
employees guaranteed by [the Act].” Id.
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NOT PRECEDENTIAL
UNITED STATES COURT OF APPEALS FOR THE THIRD CIRCUIT
___________
Nos. 19-1504 and 19-1680
NATIONAL LABOR RELATIONS BOARD Petitioner v.
IMAGEFIRST UNIFORM RENTAL SERVICE LLC Respondent
IMAGEFIRST UNIFORM RENTAL SERVICE LLC, Petitioner
v.
NATIONAL LABOR RELATIONS BOARD, Respondent
____________________________________
On Application for Enforcement of an Order of the National Labor Relations Board and Petition for Review of the National Labor Relations Board Order (Case Nos. 22-CA-161563 and 22-CA-181197)
Submitted under Third Circuit LAR 34.1(a) on November 14, 2019
Before: JORDAN, SCIRICA and RENDELL, Circuit Judges O P I N I O N*
RENDELL, Circuit Judge.
The National Labor Relations Board (“NLRB”) petitions for enforcement of its
August 27, 2018 Decision and Order that ImageFIRST Uniform Rental Service, LLC
(“IF”) engaged in unfair labor practices in violation of Section 8 of the National Labor
Relations Act (“NLRA”), 29 U.S.C. § 158(a)(1). IF cross-petitions for review of the
NLRB’s Order. For the following reasons, we will grant the NLRB’s application for
enforcement and deny IF’s cross-petition for review.
I.
In July 2015, the Laundry Distribution and Food Service Joint Board, Workers
United, affiliated with the Service Employees International Union (“the union”) began an
organizing campaign at IF’s facility in Clifton, New Jersey. As part of the campaign,
union representatives distributed leaflets outside of the facility and visited IF employees’
homes. Shortly after learning of this union activity, IF owner Jeffery Bernstein and
general manager James Kennedy conducted multiple group meetings with plant
employees, soliciting grievances and assuring employees that changes would be made.
During these meetings, plant employees complained about issues that they were having
with two employees: Supervisor Joe Ventura and Lead Person Miriam Farez. In response,
* This disposition is not an opinion of the full Court and pursuant to I.O.P. 5.7 does not constitute binding precedent.
2 Bernstein instructed Kennedy to terminate them. During these meetings, Kennedy also
received feedback that the employees were unsatisfied with the meals IF provided. In
response, IF provided the employees with their preferred food choices. After the union
campaign, IF also provided meals more frequently and took employees out to restaurants
for lunch.
II.
The union filed an unfair labor practice charge against IF, and the NLRB issued a
complaint against IF. An Administrative Law Judge conducted a hearing and concluded
that IF’s conduct violated Section 8(a)(1) of the NLRA. On review, the NLRB affirmed
the ALJ’s decision and adopted its Order requiring IF to cease its unfair labor practices.
These unfair labor practices included: (1) discharging Ventura and Farez in order to
discourage support for the Union; (2) “soliciting grievances and impliedly promising to
remedy those grievances in a manner different than it did prior to the start of the union
campaign”; (3) increasing the “frequency and quality of food” provided to employees; (4)
physically confronting a union representative; and (5) “maintaining an illegal rule in its
employee handbook.” JA 36. The NLRB’s application for enforcement and IF’s cross-
petition for review followed.1
III.
1 IF does not seek review of the NLRB’s conclusions under (4) and (5). 3 A.
The NLRB had jurisdiction over this matter under 29 U.S.C. § 160(a). We have
jurisdiction to review the NLRB’s Order pursuant to 29 U.S.C. § 160(f) and jurisdiction
to review its application for enforcement pursuant to 29 U.S.C. § 160(e).
We will accept the NLRB’s factual findings as “conclusive if supported by
substantial evidence,” and subject any legal conclusions to plenary review with
“deference to the [NLRB’s] interpretation of the NLRA.” 1621 Route 22 W. Operating
Co., LLC v. NLRB., 825 F.3d 128, 144 (3d Cir. 2016). Substantial evidence is defined as
“such relevant evidence as a reasonable mind might accept as adequate to support a
conclusion.” Citizens Publ’g & Printing Co. v. NLRB, 263 F.3d 224, 232 (3d Cir. 2001).
We defer to the NLRB’s credibility determinations and reverse “only if they are
inherently incredible or patently unreasonable.” Grane Health Care v. NLRB., 712 F.3d
145, 149 (3d Cir. 2013).
B.
An employer cannot “interfere with, restrain, or coerce employees” in the exercise
of protected activities, which includes the right to join a labor organization. 29 U.S.C. §
158(a)(1). “To establish a violation, it need only be shown that under the circumstances,
the employer’s conduct may reasonably tend to coerce or intimidate employees in the
exercise of rights protected under the [NLRA].” 1621 Route 22 W. Operating Co., 825
F.3d at 146 (citation and internal quotation marks omitted).
The NLRB argues that IF engaged in multiple unfair labor practices in order to
discourage employees from supporting the union. First, the NLRB argues that IF
4 unlawfully discharged Ventura and Farez in order to discourage unionization. “[I]t is an
unfair labor practice for an employer actually to grant benefits to employees shortly
before a representation election in order to induce them to vote against the union.” NLRB
v. Eagle Material Handling, Inc., 558 F.2d 160, 164 (3d Cir. 1977). In Eagle Material,
we held that a company violated the NLRA when it terminated an unpopular supervisor
shortly before the union’s representation election. Id. Like the employer in Eagle
Material, IF terminated two unpopular employees—Supervisor Ventura and Lead Person
Farez—less than ten days after learning about the union activity.
IF argues that Ventura and Farez were fired because they violated company
values. We find this argument unconvincing since IF was aware of ongoing issues with
Ventura and Farez prior to the union campaign, however did not terminate them until
after the union activities began. Accordingly, we find that substantial evidence supports
the NLRB’s conclusion that IF unlawfully discharged two unpopular supervisors in
violation of the NLRA.
Second, the NLRB argues that IF unlawfully altered its practice of soliciting
employee grievances in response to the union’s organizing campaign. “An employer
violates Section 8(a)(1) by expressly or impliedly promising to remedy employee
grievances if they reject the Union.” 1621 Route 22 W. Operating Co, 825 F.3d at 146.
“[M]ere solicitation of employee grievances prior to an election is not an unfair labor
practice.” Eagle Material, 558 F.2d at 164. However, “when the employer’s grievance
solicitation is accompanied by promises of benefits contingent upon the employees’
5 rejection of the union, such conduct constitutes an interference with the rights of
employees guaranteed by [the Act].” Id.
Prior to the union campaign, Bernstein met with plant employees on a monthly
basis, however soon after learning about the union campaign he began meeting with
employees weekly. General Manager James Kennedy also began soliciting grievances
from plant employees and promised to make significant changes based on the employee
feedback he received. Plant employees also confirmed that their meetings with Bernstein
and Kennedy were different once the union began its organizing campaign. We find that
substantial evidence supports the NLRB’s conclusion that IF unlawfully solicited
employee grievances.
Third, the NLRB argues that IF improperly increased the quality and quantity of
free meals it provided to employees after the union began its organizing campaign. The
Supreme Court has held that there is a “danger in well-timed increases in benefits,” and
that employees are “not likely to miss the inference that the source of benefits now
conferred is also the source from which future benefits must flow and which may dry up
if it is not obliged.” NLRB v. Exch. Parts Co., 375 U.S. 405, 409 (1964).
IF argues that it did not significantly alter its food practices in response to the
union’s organizing campaign. However, several employees testified to the opposite.
Specifically, IF began providing breakfast and lunch to its employees on a weekly basis
and offered employees their preferred food choices—Creole and Hispanic cuisine. IF
also took employees off-site for lunch and allowed them to choose from a menu—an
option never previously provided to employees. We find that substantial evidence exists
6 to support the NLRB’s conclusion that the free meals were provided to undermine the
union’s organizing campaign.
IV.
For the foregoing reasons, we will grant the NLRB’s application for enforcement
and deny IF’s cross-petition for review