Lee A. Consaul Co., Inc. v. National Labor Relations Board
Opinion
Opinion
Without going into factual detail, we conclude that we must deny the order for enforcement, set aside the two orders and decisions, and remand with instructions to dismiss the proceedings against petitioners.
In June, 1965, petitioners, as employers of melon packers, fired a group of workers who had gone on strike. The Board concluded the strike was a protected concerted activity. We disagree, finding it was a five day wildcat strike, viewed as such by both the employers and the union. We decline to follow NLRB v. R. C. Can Co., 328 F.2d 974 (5th Cir. 1964), but instead follow NLRB v. Draper Corp., 145 F.2d 199 (4th Cir. 1944). See: NLRB v. Tanner Motor Livery, Ltd., 419 F.2d 216 (9th Cir. 1969), where we cited NLRB v. Allis-Chalmers Mfg. Co., 388 U.S. 175 , 87 S.Ct. 2001 , 18 L.Ed.2d 1123 (1967) and the interplay between § 7 and § 9 (a).
We held the Supreme Court “at least” implied that “by joining a union an employee gives up or waives some of his § 7 rights.”
The strike was not a protected concerted. activity. No unfair labor practice was proved. In view of this conclusion we need not discuss petitioners’ other alleged errors.