Agricom Oilseeds, Inc.

DECISIONS OF NATIONAL LABOR RELAT'IONS BOARD Agricom Oilseeds, Inc. and General Teamsters Local 137, International Brotherhood of Teamsters, Chauffeurs, Warehousemen and Helpers of Amer- ica. Case 20-CA-13936 September 28, 1979 DECISION AND ORDER BY MEMBERS PENEI.IO, MURPHY, AN) TRtUESDA.E On May 17, 1979, Administrative Law Judge Har- old A. Kennedy issued the attached Decision in this proceeding. Thereafter, Respondent filed exceptions and a supporting brief, and General Counsel filed limited exceptions and a brief in answer to Respon- dent's exceptions. Pursuant to the provisions of Section 3(b) of the National Labor Relations Act, as amended, the Na- tional Labor Relations Board has delegated its au- thority in this proceeding to a three-member panel. The Board has considered the record and the at- tached Decision in light of the exceptions and briefs and has decided to affirm the rulings, findings,' and conclusions of the Administrative Law Judge and to adopt his recommended Order, as modified.2 The General Counsel in paragraph 6(a) of the com- plaint alleged that Respondent on June 13, 1978, had "created the impression amongst employees that it was engaging in surveillance of the employees' union activities." The Administrative Law Judge found that Respondent had, in fact, engaged in such conduct in violation of Section 8(a)(l) of the Act. However, in reaching this finding, the Administrative Law Judge relied on an event that had occurred on June 26, 1978, i.e., the polling incident, and not on conduct which took place on or about June 13. as alleged in paragraph 6(a) of the complaint. We disagree with the Administrative Law Judge's conclusion that the polling incident also created the impression that Re- spondent was surveilling its employees' union activi- ties. The factors necessary to establish a prima Jfiicie I Respondent has excepted to certain credibility findings made hy the Ad- ministrative Law Judge. It is the Board's established policy not to overrule an administrative law judge's resolutions with respect to credibility unless the clear preponderance of all of the relevant evidence convinces us that the resolutions are incorrect. Standard DrN Wall Products, Inc., 91 NI.RB 544 (1950). enfd. 188 F.2d 362 (3d Cir. 1951). We have carefully examined the record and find no basis for reversing his findings. In the fourth paragraph of' the section of his Decision entitled "b. Testi- mony." the Administrative Law Judge referred to employee English's testi- mony that Respondent has announced that a pay raise would go into effect on July 1I 1978. Examination of the record reveals that English testified that the effective date of the increase would be June I, 1978. 2 General Counsel has excepted to the Administrative Law Judge's failure to recommend that interest on backpay should be computed at 9 percent per annum. We find no merit in this contention. See Florida Steel Corporaiion. 231 NLRB 651 (1977). showing of such a violation are not identical with those necessary to establish uniawful polling. There- fore, while the record before us demonstrates that Re- spondent unlawfully polled its employees, such evi- dence does not simultaneously sustain the allegation that it thereby also created the impression of surveil- lance of its employees' union activities. Inasmuch as the record contains no evidence to support this allega- tion, we shall dismiss paragraph 6(a) and amend the Order and notice accordingly. ORDER Pursuant to Section 10(c) of the National Labor Relations Act, as amended, the National Labor Rela- tions Board adopts as its Order the recommended Or- der of the Administrative Law Judge, as modified be- low, and hereby orders that the Respondent, Agricom Oilseeds, Inc., Grimes, California, its officers, agents. successors, and assigns, shall take the action set forth in the said recommended Order, as so modified: 1. Delete paragraph I(c) and reletter the following paragraphs accordingly. 2. Substitute the attached notice for that of the Administrative Law Judge. APPENDIX No I(L To EMPI.oYEIS PoSI ED BY ORDER Ol: ItE NAII()NAI. LABOR REIAII()NS BOARD An Agency of the United States Government WE WIi.i. NOI discourage membership in Gen- eral Teamsters ocal 137, International Brother- hood of' Teamsters, Chauffeurs, Warehousemen and Helpers of America, or any other labor or- ganization, by discharging or laying off any of our employees or in any other manner discrimi- nating against them in regard to their tenure of employment or any term or condition of employ- ment. WE wll.. N refuse to recognize or bargain with said Local 137 as the exclusive representa- tive of the employees in the bargaining unit de- scribed below. WE WILL . NOT threaten to change work shifts of employees in order to induce employees to abandon support of a union. WE W\ILi. NOI interrogate employees concern- ing union membership, activities, or desires. WE Will. NOI poll employees regarding their union sympathies. activities, and membership. WE WIIt NO threaten to discharge or lay off employees if they select a union to represent them. 245 NLRB No. 70 616 AG(RI('OM OISFF)DS. IN(' WI- WiiI N)I threaten emploees with loss of privileges and benefits if they select a union to represent them. Wl. \VIII NOI in any other manner interfere with, restrain, or coerce employees in the exer- cise of the rights guaranteed them by Section 7 of the Act. Wi NviiI., upon request. bargain collectively with said Local 137 as the exclusive bargaining representative of all the employees in the bar- gaining unit described below with respect to rates of pay, wages, hours of employment, and other conditions of employment, and, if an un- derstanding is reached, embody such under- standing in a written, signed agreement. The bar- gaining unit is: All press operators. machine maintenance em- ployees, clean-up employees. load-out employ- ees and working forepersons. excluding office clerical employees, all other employees, guards and supervisors as defined in the Act. Wt: wtt offer to Buster Berglund, Colin Eng- lish. Frank Klimek, and Mike O'Farrell, to anyV extent we have not done so, reinstatement to their former jobs or, if those jobs no longer exist, to substantially equivalent jobs, without preju- dice to their seniority or any other rights or privi- leges previously enjoyed: and wi x ni.i. make them whole for any loss of earnings and benefits suffered by reason of their being discriminated against, with interest. A(,RI(OM OII.SIEt:I)S, IN(., DE('ISION SIAItIMINI O1 1 ti CASI: HAROI.I) A. KNNFDDY, Administrative Law Judge: This matter was heard before me in Yuba C'ity, California,. on October 26, 27, 30. and 31. and November I. 1978. The complaint, based on charges filed by General Teamsters Local 137. International Brotherhood of Teamsters. ('hauf- feurs, Warehousemen and Helpers of America (Union). charges the Respondent Employer. Agricom Oilseeds. Inc., with violating Section 8(a)( I). (3), and (5) of the National Labor Relations Act, as amended (Act).' Paragraph 6 of the complaint alleges that Respondent. either through Bill Cates or Dwight Hendrix, on no less than 14 separate occa- sions during June 1978. interfered with. restrained. and co- erced employees in the exercise of rights guaranteed in Sec- tion 7 of the Act, contrary to Section 8(a)( I ) of the Act. Ihe The Union's initial charge was filed July 11, 1978. The Ilnion filed in amended charge on August 14. 1978, and the complaint issued on Algulst 18. 1978. All dates used herein refer to 1978 unless otheru ise indicated following alleged cts of' Respondent were attributed Ito I)Nsight lendrix: a. C'reated among emploees the impression of' sursecil- lance of union activities on or about June 13 (par. 6(a)). h. Advised an emploee on or about June 13 that bene- fits would he denied to emplo ee it' the Union were selected as the bargaining agent (par. 6(hb)). c. Ihreatened on or about June 19 to change an emplo)- ee's shift f'employees did not abandon their support for the Inion (paragraph 6(e)). d. Interrogated employees regarding union s)mpathies on or about June 19, June 28. (on two different occasions) and late June (par. 6(f), (i). (I). and (n)). e. Threatened an employee on or about June 19 with denial of benefits to employees if they selected the Union as bargalinng representative (par. 6(g)). f. Polled emplosees regarding their union membership. activities. and smpathies for the Union on or about June 28 (par. 6(j)). g. Threatened an emplo\ee several times in June with discharge and/or layoff if employees selected the [Union as hargaining representative (par. 6(m)). h. Threatened an employee in late June with loss of privileges and benefits to employees if they selected the I'nion as their collective-bargaining representative (par. 6(o)). The following alleged acts of Respondent were attributed to Bill ates: a. Threatened an employee on or about June 15 with a transfer from the day to night shift because of his union svrmpathies (par. 6(c)). h. (Gave an employee an impression on or about June 16 he would be discharged because of' his union sympathies (par. 6(d)). c. (reated the impression on or about June 28 among employees that Respondent was engaging in surveillance of employees' union activities (par. 6(k)). I'he complaint also alleges in paragraph 6(h) an addi- tional Section 8(a)( 1 ) violation i.e.. a refusal to grant wage increases because of union s mpathies ofemployees- with- out attributing it to ans individual representative of the Respondent. Paragraph 7 of the complaint alleges Respondent vio- lated Section 8(a)(3) and (I) of the Act by: a. Switching employee ('olin English from the night shift to the day shift on or about June 16. 1978. because of his union membership, activities, or smpathies. h. Refusing to permit employee Frank Klimek to work overtimne since on or about June 19 because of his union membership. activities, or sympathies. c. Laying off or discharging. on or about June 30. Buster Berglund, (olin English. Frank Klimek. and Mike O'Far- rell because of union membership or activities or other pro- tected concerted activities. 'Ihe complaint also avers that the Ulnion represents a majorit of a unit of Respondent's employees and that the Ilnion requested Respondent to recognize and bargain col- lectixelx with it. Respondent's ftilure to do so is alleged to be a ilation of Section 8(a)(5) and (I 1. 617 DECISIONS OF NATIONAL LABOR RELATIONS BOARD 1. IHF VII)EN('I A. Undisputed Matters A number of matters were established by the pleadings, stipulation, or undisputed evidence of record. 1. Jurisdiction is conceded. Respondent's answer admits that it is a California corporation with a place of business in Grimes, California, where it is engaged in the processing and nonretail sale of oilseeds and vegetable oils. Its annual sales to out-of-state customers have exceeded $50,000, and its annual purchase of materials from out of State have exceeded that amount. Thus, Respondent is unquestionably an employer engaged in commerce and in operations affect- ing commerce within the meaning of the Act. 2. Respondent stipulated at the hearing that Bill Cates is the plant manager of Respondent's Grimes facility and is a supervisor under the Act. Cates is the person with the high- est authority at the plant and he reports to George Kopas, vice president and treasurer of Respondent. Kopas is ad- mittedly an agent of Respondent and maintains his office in the corporate office in San Francisco, California.' 3. Respondent's plant facility at Grimes was opened in March 1975. The plant operates 10 days straight, utilizing three shifts (day-8 a.m. to 4 p.m.; swing-4 p.m. to mid- night; graveyard-midnight to 8 a.m.), and then shuts down for 4 days for cleaning and maintenance. Approxi- mately eight employees work on the day shift. Two or three employees work on the swing shift, and similar number on the graveyard. Some of the employees who work during the 10-day run also perform cleanup and maintenance func- tions during the 4-day shutdown. The plant is also shut down for a month or so beginning in early July (except during its first year of operation, when it remained open). Employees take vacations during the summer shutdown, but many also perform repairs of maintenance work during that period. No layoffs occurred during the seasonal close- down until the summer of 1978. 4. Respondent processes various oilseeds, including saf- flower, sunflower, and soybean, and walnuts. Safflower is the principal product that is processed at Respondent's Grimes plant. Expellers, extractors, solvents, and centri- fuges are utilized to obtain the oil. Agricom also markets meal, which is the residue from processed seeds. 5. The Union is admittedly a labor organization within the meaning of the Act. 6. It was stipulated that the following unit, which was set forth in paragraph 8 of the complaint, is an appropriate one for collective bargaining under the Act: ' Respondent asserts in its answer that Dwight Hendnx is a "working foreman," not a supervisor, and that Colin English "voluntarily quit." Re- spondent's answer also states that Berglund, Klimek, and O'Farrell were laid off "for lack of work due to economic reasons." Respondent claims in its answer a good-faith doubt as to whether the Union represented a majority of the unit. Respondent's answer also asserts, in the form of "iffirmative de- fense," that Board agents engaged in improper conduct-by acting in a prejudiced, hostile, and biased manner toward Respondent and by conspir- ing with the Union. Further, Respondent alleges that the Union "has waived some or all of the unfair labor practices claimed," that the Union is "guilty of unclean hands," and that the Union itself engaged in misconduct. Finally, Respondent asks that it be awarded costs, including attorneys fees. Respon- dent has not, however, established a basis for such an award or any of its affirmative defenses. All press operators, machine maintenance employees. clean-up employees, load-out employees and working forepersons, excluding office clerical employees, all other employees, guards and supervisors as defined in the Act, constitute a unit appropriate for the purposes of collective bargaining within the meaning of Section 9(b) of the Act. 7. The following is a list of employees on Respondent's payroll at its Grimes plant, including Plant Foreman Hen- drix but, excluding Plant Manager Cates, security and office personnel as of June 26: Larry Taylor Dwight Hendrix Ed Admire George Downing Paul Phillips Ben Flores Mike Hull George Coon C'olin English John Johnson Angel Gracia Frank Klimek Bob Farrar Buster Berglund Mike O'Farrell[3 ] 8. Mark Cummins. president of Local 137, met with sev- eral employees at Colin English's home on June 5. English. Frank Klimek, Paul Phillips, Buster Berglund. Larry Tay- lor, and George Coon were among those in attendance. Cummins spoke of the benefits of union membership and passed out application cards. Application cards were there- after signed. in the presence of either English or Klimek. by George Downing, Phillips, Benjamin Flores, Ed Admire. Berglund, Coon, Mike O'Farrell. Michael Hull, and Taylor. Klimek delivered these cards, along with those signed by himself and English, to the Union by June 13. Steve Ruckle, who took over the organizing duties of Cummins when the latter became seriously ill, had taken possession of the cards by June 20.4 9. On June 22 the Union filed a representation petition on behalf of unit employees with the Board's Regional Of- fice in San Franciso. On July 19 the Regional Director ap- proved a Stipulation for Certification Upon Consent Elec- tion form calling for an election on August 22 at the Grimes plant. 10. On June 26 the Representation Petition and a Board "Notice to Employees" were received by Respondent and put on the company bulletin board in the lunchroom by Plant Manager Cates. On the same day mock elections were held in the lunchroom; "for" and "against" were written under the word "Union," and the names of certain employ- ees were then written below the word "against." 11. On June 30 four of Respondent's employees left its employment, three of these admittedly in the form of per- manent layoff. (The parties disagree whether the fourth, Colin English, quit or was laid off.) 12. Union Business Representative Steve Ruckle, by let- ter dated July 6 addressed to both Vice President Kopas and Plant Manager Cates, advised Respondent that an "overwhelming majority of employees" at the Grimes plant 3Johnson returned to work on June 26. English, Klimek, Berglund, and O'Farrell left Respondent's employment on June 30. 4 Three of the "cards" had been reproduced on Xerox-type paper by Kli- mek. This did not affect their validity. Nor does the appearance of the word "undated" on some of the cards affect their validity. 618 AGRICOM OILSEEDS. INC. had designated the Union as their bargaining agent. Ruckle's letter contained an offer to negotiate an agreement with Respondent and stated that Colin English and Frank Klimek were "volunteer organizers" for the Union. There- after, Ruckle sent another letter dated July 13 advising that George Coon would be acting as an organizer for the Union as both English and Klimek had been laid off. 13. A few employees of Respondent met at Frank Kli- mek's home in Colousa, California. on the evening of Jul? 19. Board Agent Lee Corbett was there and interviewed Agricom employees, including George Coon. Union Official Ruckle, Berglund, English, and O'Farrell were also there. 14. Plant Manager Cates, by letter dated July 20, advised Union Official Ruckle that Respondent doubted the Union's claim of majority; the letter took note that emplo - ees would be voting on August 22. 15. At the time it filed a charge against Respondent on July II the Union also filed a Request to Proceed with the election. Thereafter, on August 14, the Union withdrew such request, and the August 22 election was cancelled. The Union's Representation Petition was thereafter withdrawn on September 15. 16. On August 22. seven of Respondent's day shift em- ployees punched out and left Respondent's plant and drove to the Board's Regional Office in San Francisco to protest the cancellation of the Board election scheduled for that day. B. The Testimony Thirteen witnesses testified. All of them. except for Union Official Ruckle, were, or had been, employees of Agricom. Most of the witnesses currently employed by Re- spondent struck me as being intimidated. This was espe- cially true with respect to witnesses Coon and O'Farrell. The testimony of some of the witnesses calls for discussion in some detail. Colin English was employed by Respondent from August 1977 until June 30. His regular job was "solvent operator," but he had also performed cleanup and maintenance work during the "four day off deal" that occurred every 10 days. English said his last immediate boss was Dwight Hendrix who, he claimed, could hire, fire, give raises, give time off, and do "everything." He stated that the Company, around May 1, had posted a notice that indicated Hendrix would be taking the place of Hans Nissan, a former plant official who admittedly had supervisory authority. English testified that the notice, which he said was signed by Plant Manager Cates, indicated that "Hans was leaving" and that "Dwight would get all of his responsibilities." English referred to certain incidents which were indicative that Hendrix had considerable authority. English stated that Hendrix as- signed overtime and made up work schedules assigning men to specific shifts and job duties. English referred to an occa- sion in May when Cates announced during a meeting of employees that Hendrix was taking "Hans' place . . . and that if we had any trouble to go to Dwight." English said he once spoke to Plant Manager Cates about making a change in his shift which prompted Cates to reply that "it was strictly up to Dwight Hendrix and not to go over his head anymore."' English stated that during his last 2 or 3 months of em- ployment he worked at night on the swing shift, except that there were about three occasions when he had been allowed to make a change to da) shift so he could see a particular person or attend some event. At first he did not like work- ing at night, but he developed a preference for it because of the extra money paid for such duty. (Persons working on the swing shift were paid a 15-cent hourly premium, and persons working on the graveyard shift were paid 25-cent hourly premium.) According to English, Ilendrix assigned him in mid-June to the day shift, which he said he contin- ued to work until the end of the month when he left Re- spondent's employment. English testified that Cates announced at a safetx mcet- ing held in May that a pay raise sould go into eftect tair employees on July . According to English. Vice President Kopas was at the meeting. Hendrix, he said. was at the meeting "off and on." English stated that the emplo ,ees were told that supervisors were to "go up to $6.00" and the "regular operators" were to go "to $5.50." No raise was put into effect while he was on the payroll.' English testified concerning a union meeting held at his house on the evening of June 5 at which Union Local 317 President Mark Cummins spoke. He said Cummins "ex- plained the benefits of the union" and thereafter passed out application cards for union membership to a number of employees present, including himself. Ben Flores. George Coon. Paul Phillips, Frank Klimek, and LarrD Taylor. Ac- cording to English, Cummins explained that "if ou want to have an election. or he represented or something like that .. have these cards filled out." English testified that shortly thereafter he signed his card and then in the next few days observed George Downing, Phillips, Flores, and Edward Admire date and sign cards. He said he turned such cards over to Frank Klimek then for transmittal to the Union. Several witnesses testified concerning the mock election or "blackboard polling incident" that occurred in the em- ployees' lunchroom on June 26. English gave his version of the event as follows. He said he saw Cates post two NLRB notices (the Union's RC Petition and the Board's "basic rights" notice) in the lunchroom around lunchtime that day. "ilt seemed like everybody from the whole plant went into the lunch room" about that time. he said-Bill Cates, Dwight Hendrix. Frank Klimek. Mike Hull, Paul Phillips. Bob Farrar. John Johnson, Ed Admire, and Angel Gracia. According to English, Hendrix then polled the employees on their sentiments about the Union as follows: Dwight sort of had like an election nght there. He wrote "for" and "against" up on the chalk board. and then he asked one by one in the room what they thought about the Union, if they were for or against it, Klimek, Flores, and Phillips also indicated that Hendnx exercised super- visory authority as plant foreman, Hendnx himself, Cates. Kopas and other defense witnesses sought to minimize his supervisory authority, but I find their testimony unpersuasive. 6 A wage increase was put into effect on July I (ates said he told employ- ces that he would begin evaluating them around June 15 and make the raises effective July 1. 619 DI).(CISIONS Of()I NA'Il()NAL LABOR REI.A'IONS BOARD ,and then hej Lust A I(lte down vi ho was tor and who was Ite a IIt. Naturally. eer\h body was agailnst it. and Bill [('atesl said somethitig like. "I guess I must have signed all the calds."l'' \ccordi ng to .Linglish, lendrix and ('ates stayed in the lunchrrooml lir a considerable time. English sltated that lhen tlhe otiler cemploees left, lie put "51 percent" on the hoard and then ''"erased the whole thing." According to English, the polling occurred two more times that day: And then about two o'clock, the whole thing started again. i'h.ev had another election. This time Angel (iarcia Isicl rote the stuff up on the board. and l)VI ight was asking them again, and they did it all again, and then we erased it again, and then about four o'clock when the people were coming in for the next shilt. I)wight would ask them as they came in to write down for or against the inion up on the board. Like he asked George ('oon when he came in, and he asked somebhody else. fle asked all the three people that came in on the night shift to v, rite tor or against, and then, of course, after they left, we erased it again, and that wats it. Everobody ent home from our shift.lJ Ihe 26th day of June, the da when the "for and against" writing took place on the company bulletin board. was John Johnson's first day back at work after a few months' absence. Ie had told C('aes that he would quit and not rettirn to work. English testified that early in MayN ates had told himil that Johnson had made mistake by quitting and losing out on his seniorit)y and vacation pay.i O()n crolss-cxamiiatllln Englisshstated that employees rote their own nanmes on the hboard I-rank Klhilek also testified coincerning the mock election held in the lunchroinm n June 26. lie testified that he signed his name under "against" habout noon and walked out Dwight Flendrix. I-d Admire, and (Colin English were present at the tile, he recalled Plant oreman Ilendrix and Plant Manager (ates both testified that they were In the lunchroom on the day of' the msck election and observed the writing with reference o "for and against" the nion. Both denied having anything to doi with the writing. Both also denied saying anything to anyone about the writing. tlendrix said he saw no names on the board. Hlendrix testified that he saw Johnson ("a friend") in the room but said nothing to him about the writing then r to anyone else later during lunch. He recalled the "tinion sign" was still up there at lunchtime, but he said he "didn't notice" whether it remained on the board in the afternoon. Cates said he went through the lunchroom to wash his hands but said nothing to anyone about the writing on the board. Admire (who signed a union card) and Johnson testified that Johnson wrote "for" and "against the union." and then each signed their names under "against." Johnson said Gracia, Farrar. and Admire were there at the time Johnson stated that neither Hendrix nor ('ates was there, hut he acknowl- edged that Hendrix was "around there all day." When Johnson and Admire learned that the writing had been erased (Johnson noting that English had an eraser). they returned to write the same words on the blackboard again George Coon testified that there was a "deal" on the bulletin board on June 26 about being "for or against the Union" and that there were names on the board. He said he was handed a piece of chalk by Gracia and wrote his name on the b)ard. Hendrix and ates "could have been" nearby, he said. Asked if Cates had made a remark about the writing on the board to the effect that "it wasn't him who signed those cards." as stated in an affida- vit, Coon responded, "I don't recall." 9 Cates said he would not have discussed the personal status of' Johnson with English, but he conceded that Johnson had quit and forfeited his senior- ity. Johnson appeared to be biased in favor of Respondent and. of course, he had reason to be. since Cates reinstated him ('ontrary to what Respondent contends, English main- tained that he did not quit but was in fact discharged. He testified that around June 15 Hendrix complained that he had allowed a tank to overflow on the previous night. Eng- lish said he attempted to explain to tHendrix that this event had occurred after he had gone off his shift and that he had warned the next shift, in the form of a note on a shift report, that a change oft' the tank would he necessary Later on the same day. he also spoke to Cates about the overflow. He said he indicated to Cates that it seemed that the Company was trying to blame him unjustly and made the comment that "[maye I ought to look for another job or some- thing." iHe said Cates responded that the Company would help him and offered to write a letter on his behalf. On the next afternoon Cates handed English a letter which read: June 16, 1978 Tlo Whom It May Concern: This letter is an introduction of' C'olin English, of whom has been in our employee for the last year. We found him to be an adaptable person on what- ever job we placed him on, with his practical and me- chanical ability and alertness. ('olin has elected to terminate his employment with us, to seek a job that has a possibility of promotions. that we are unable to offer to him at this time, as we already have oung, capable personnel filling these spots, with openings unlikely for some time. TIhank you for any consideration on his behalf. Bill Cates ... English said he had not asked for a letter of recommenda- tion and told Cates. "I never quit." He stated that Cates' response was that "he didn't want to talk about it any- more. English stated that on June 30. when the plant was shut down, he received from Cates a check that included 2 weeks of vacation pay. He told Cates at the time that he would be back on "the 18th." but Cates indicated that he was being permanently laid off. According to English, Cates said he was obligated to get rid of anyone who "was even thinking about quitting" in order to have enough men on the job. Frank Klime said he started work for Respondent in early February 1978 and was "put on permanent lay-off" on June 30. 1978. He worked as a "meal operator" and as a "load-out man." He logged gauge readings, took product samples, "pumped," and kept various records on the amount of oil and meal in inventory. Klimek testified that he worked under Plant Manager Cates but that Dwight. Hendrix. whom he referred to as maintenance superintendent, was his immediate boss. Ac- cording to Klimek. Hendrix had authority to hire. fire, and give time off. Klimek testified that Hendrix did fire Virgil Decamp, and regularly assigned specific jobs to Agricom employees by oral direction and in the form of' written schedules. Klimek, like English. testified that a notice an- nouncing Hendrix' succession to Nissan's authority was posted by the Company, in May, he thought. According to English, the notice was signed by Cates and announced that Hendrix would be taking Nissan's position and would have "the authority to hire, fire, assign work schedules, give time- off, vacation schedules, et cetera." AGRICOM OILSEEDS, INC. Klimek testified that Union Official Cummins explained at the June 5 meeting held at English's house that the cards were not only for obtaining an election. When the men signed the cards "it meant," Cummins said, according to Klimek, "that they wanted to be represented by the Union, they wanted the Union in." He recalled the Paul Phillips, Buster Berglund, Lawrence Taylor, and George Coon were present that evening. He signed a card that evening and thereafter collected cards signed in his presence by Berg- lund, Coon, Mike O'Farrell, Michael Hull. and Taylor. On June 10 Klimek said he turned nine cards collected by him and English to Union Official Cummins at the latter's home. Two other cards-one signed by Ed Admire and given to English, and another one signed by Berglund- were turned over, he said, to a union secretary on or before June 13. Klimek recalled another meeting held at his house one evening around July 19 at which he was Steve Ruckle, a union official who took over President Cummin's organiz- ing activities. He remembered that Coon (drinking but "clear" in speech), English, and O'Farrell were there too. He also recalled that an NLRB agent was there to take affidavits. Around mid-June, according to Klimek, Hendrix told him that the Company must cut down on overtime and he would be thereafter sent home early. He said he was no longer assigned overtime as before (i.e., 10 to 12 hours a week). He stated that a few days later Ed Admire told him in the presence of Plant Foremen Hendrix that he should no longer speak to English on the job. Hendrix, he said "nodded" in agreement. Klimek testified that he had other conversations with Dwight Hendrix on or about June 19 or 20 and on approxi- mately June 28. On the 19th, Hendrix told him that Admire would be taking Klimek's job as an operator "for the good of the company." On the same day, or the one following, he said Hendrix called him into his (Hendrix's) office and talked with him for at least 45 minutes about the Union. According to Klimek, Hendrix told him that the Union was "bad"-that the union dues would be $40 a month; ' that "there would be a lot of layoffs if the union came in"; "there would be no more long breaks, no horsing around"; "no more working on your automobiles on company prop- erty, like using the fork lift"; "no more taking of oil from the company, no privileges, no ... time off"; "there would hardly be any overtime" and "a lot of privileges [would be] cut out." Hendrix added, he said, that "[ilt would really be a mess if the union came in." On the other hand, Klimek continued, Hendrix stated that "there would be plenty of work," even extra maintenance work, if the Union did not come in. Klimek said Hendrix asked what Klimek thought of the Union during this conversation. Klimek said his re- sponse was that "the Union could be good if the company was screwing the men." Klimek inquired during the conver- sation if he could return to school. Hendrix assured him 10 Union Official Ruckle testified that the Union charges an initiation fee of S25 after it negotiates its first contract. No fees were collected from Re- spondent's employees. Klimek said the monthly dues would be 16.50. that "the company would find a way" for him to go to school if the Union did not come into the plant." Klimek said he was summoned to Hendnx' office again on June 28 for another brief conversation with Hendrix. Klimek testified that this time Hendrix commented that Klimek had been "sloughing off' and asked if he was "mad" because the Union was not coming in." A couple of days later. on June 30, Klimek encountered Plant Manager Cates in the warehouse and was told that he was going to be laid off. Thereafter he received his final check and a letter which read: June 30. 1978 Frank Klimek, Due to our seed crop being late in harvesting, caused by weather, which delayed planting by our growers. we will be shut down and out of production for sometime to come. This is causing us to permanently lay you off effec- tive June 30, 1978. It is impossible for us to determine now, if and when we will require your services again. We realize this is an inconvenience to you, that can't be helped. We are giving you this notice to he fair to you, so you will have a chance to obtain other employment. Regretfully., Bill Cates['I George Coon was a recalcitrant witness called by the General Counsel. His appearance was significant as it re- vealed his intimidated state. His testimony was of little value, however, as he made few definitive statements of fact. The statements he made were suspect. as he was not a reliable witness. Coon had signed a union card on June 7 and had even been designated by the Union as an in-plant organizer. He had been obviously cooperative with the General Counsel during the investigative stage, for he signed a lengthy affida- vit for the General Counsel after being interviewed by a Board agent on July 19. When he first appeared at the hear- ing, he refused to be sworn, claiming "I was drunk when I made them statements." He later took the stand, however, and disavowed much of his affidavit. He was hostile to the General Counsel and sought to be helpful to the Respon- dent's cause." " Klimek testified that Hendrix did most of the talking. Klimek said he wanted "me to say something, maybe trying to to trap me, and I just kept my mouth shut" 2 Klimek's part in the June 26 mock election has been referred to, supra. " Plant Manager Cates said the layoff letters given Klimek. Berglund, and O'Farrell were similar. The plant was shut down "partially" for maintenance and "partially" because the Company was out of seed, Cates stated. " When asked if he had talked to Hendrix about a raise, Coon volunteered that "[Ithere would be no reason why I would ask Hendrix about it because he hasn't got the authority to give a raise." At one point in his testimony Coon indicated that Union President Cum- mins had indicated at a union meeting that signed union authorization cards would only show that employees wanted an election But he also testified that such cards would "acknowledge that we wanted to vote for a union" but not a necessarily Cummin's union. he said. 621 DECISIONS OF NATIONAL LABOR RELATIONS BOARD Coon testified that between 4 p.m., when he got off work, and 7 or 7:30, when he arrived at Klimek's house for the interview with the Board's agent on July 19, he could have drunk "18 beers" or even as many as "twenty-four, thirty." At first, he indicated some doubt about whether he signed or initiated the affidavit, but it became clear that he had done both. He ultimately conceded that the Board agent had asked questions and "had been writing ... [e]vidently what I was saying .... " He claimed he did not recall making many of the statements contained in the affidavit and suggested that some were not true. He ended up saying he did not know whether the statements in the affidavit were true or not but still implying that the events referred to in the affidavit had not occurred.' I do credit Coon's testi- mony to the effect that he was an operator on June 30 and had been promoted to shift leader when he appeared later at the hearing. I also credit Coon's testimony to the effect that he saw "For" and "Against" written on the company bulletin board in the lunchroom on June 26, that he saw names of employees on the board, that he was handed a piece of chalk by Angel Gracia and that he wrote his own name there.' 6 Plant Foreman Dwight Hendrix indicated in his testimony that he had little or no authority over any Agricom employ- ees. He said he did schedule work shifts as Nissan had done before him, but he said they had to be approved (and usu- ally were) by Cates. He could cite a worker for a safety violation, but he said other employees could also do that. He denied ordering anyone to work overtime, which he said was usually "sort of automatic" as an operator was sup- posed to stay on if his relief was delayed in reporting to work. He said he checked the plant a lot and acted "more or less ... a messenger boy." Hendrix said he learned about the Union as a result of "people talking about it mostly in the lunchroom." Hendrix acknowledged that he heard about the Union before an NLRB notice was posted on June 26, but he said he could not recall how much earlier. Asked if he heard of a union meeting 2 or 3 weeks earlier, he replied, "It could have been, yes." He recalled five or six conversations about the Union, but he said he "really did not listen to them" as he was "always busy." Hendrix said he was aware of the mock election held in the lunchroom on June 26. Hendrix testified that as he walked through the lunchroom he saw "Union" on the top of the blackboard in big letters, and it was either "for or against," or "yes or no" just underneath it, on [sic] the sides of it." He noticed one of his "close friends," John Johnson, was in the room, but he said he only went into the restroom nearby to wash his hands and then left. The "Union sign" was still there when he ate lunch, he said, but he could not recall if he talked to Johnson or to anyone about the writing on the board. He said he did not write anything on the s Johnson, another unreliable witness, sought to support Coon's claim of intoxication. Johnson accompanied Coon on the afternoon of July 19 and claimed to have consumed a similar amount of beer. I have no doubt that Coon knew what he was doing when interviewed by the Board agent, how- ever many beers he had drunk that day. Klimek and Steve Ruckle, both credible witnesses, indicated that Coon did not appear to be drunk on the evening he gave the affidavit. I* Asked if Hendrix and Cates were nearby, Coon stated: "It could have been: it was time to punch out for them." Board, and he told no one to either write (or erase) any- thing. He said he did not recall any names on the black- board. He claimed that he could not remember if he talked to any employees about the Union in June. Hendrix acknowledged that he discussed the Union with employees Klimek and O'Farrell, each of whom had testi- fied that they had spoken to Hendrix about the Union. He said he had asked Klimek about the Union only because he was "Lj]ust nosey, curious." Incredibly, he then added, "I figured if the plant was to go Union, I would go Union right along with them." O'Farrell, he said, had sought him out and asked what he thought of the Union. Hendrix said he replied, "Mike, I don't know. What do you think about the Union?" O'Farrell indicated that he was opposed to the Union, "and that was it." Hendrix denied on cross-exami- nation ever speaking about the Union to Phillips (who later testified on rebuttal for the General Counsel to the con- trary), Admire or Flores, two defense witnesses, or to Berg- lund, who did not appear at the hearing. Hendrix also de- nied that he ever spoke to Klimek about union dues or said that unionization would bring layoffs and curtailment of work, overtime, or "long breaks." He also denied telling any employee that unionization would cause the loss of em- ployee benefits or privileges. George Kopas testified that as vice president and treasurer of Agricom he was in "direct control" of Respondent's Grimes plant, operating "through Bill Cates, our plant manager." He said that he was responsible for the Compa- ny's financial affairs, plant operations, procurement of raw materials, and sale of by-products. Kopas stated that things were quite uncertain for the Company in the spring and summer of 1978 because of a combination of factors: Salyer Land Company, Respondent's main source for seed, had been unable to plant any seed because of heavy rains; the Company had made a commitment to sell 15,000 metric tons of safflower seed to a company in Portugal; U.S. Labo- ratories had cancelled a large order for safflower oil from Agricom; and the Company had accumulated an excessive inventory of safflower oil which it had been unable to sell. Kopas testified that he and Cates conferred during the first week of June and decided to cut the operating staff at Grimes from 14 men back to its previous level of 10. It was decided, he said, to lay off, on a "permanent basis" because of the uncertain conditions, three specific men: O'Farrell, Berglund, and Frank Klimek. According to Kopas, the pro- posed layoff would respect seniority rights except that Bob Farrar would be retained because of his "mechanical abil- ity." The employees were not told in advance of the planned layoff because it would be "bad on the morale" and to prevent "sluffing off." Kopas stated that when Eng- lish decided to quit in mid-June it was then decided to re- tain Klimek and lay off only Berglund and O'Farrell. As it turned out, however, Klimek had to be let go anyway, Kopas said, because John Johnson called Plant Manager Cates around June 22 and told him that he could be coming back to work as his "leg was cured." Kopas testified that the "earlier uncertainties" cleared up some time after the layoffs occurred. The Company was able to purchase an unusually good crop of seed in Mon- tana, make delivery on the Portugal sale, and get its saf- flower oil "successfully moving." The plant was started up 622 AGRICOM OILSEEDS. INC. again on or about September 11, and Cates and he then decided to rehire the laid off employees. Plant Manager William Cates said he spends 75 percent of his time checking on the operation of the plant. He said he has some marketing responsibilities, primarily involving meal, and he performs this function while in his plant office. Cates acknowledged that Dwight Hendrix worked as "plant foreman" under him after Plant Superintendent Hans Nissan left in April 1978, but he maintained that Hendrix did not succeed to Nissan's authority. He denied that he informed employees that Hendrix had taken over Nissan's job when Hendrix was promoted from shift leader to plant foreman. Hendrix only acted "to aid and assist" him, he said. He maintained that Hendrix had no part in hiring or firing or recommending layoffs or wage increases. He stated that the schedules prepared by Hendrix were sub- ject to his approval, and that it was he who fired Virgil Decamp after being told by Hendrix that Decamp was "goofing around." Cates agreed, however, that he and Hen- drix met regularly and discussed a "multiplicity of things" about the plant's operation and that Hendrix was "[i]n es- sence" over the three shift leaders in the plant." Cates testified that he hired Bob Farrar on April 3 be- cause of his "expertise" in making repairs. He disputed English's claim that he had told English that Johnson had quit his employment with the Company, but Cates agreed that Johnson had in fact quit. He said Johnson had broken his leg in April or May and that the illnesses of his mother and grandmother had put him "under a severe case of du- ress." Cates stated that he had "complete sympathy" for him and that he was willing to "restore his full seniority." On the other hand, he said he told English he would not take him (English) back when English asked to stay on after quitting in mid-June (even though he was still working at the plant).' Cates gave this version of the alleged decision of English to quit his employment with Respondent: English ap- proached him on June 15, the day after the pre-press plant had been left "in a mess," and stated: ' GCates testified that Nissan "had full authority at the plant; he could hire, fire, make policy changes, et cetera." '' During his testimony Cates was reluctant to concede Hendrix had any authority over another employee. Asked if Hendnx was the next person in authority below him at the Grimes plant, Cates said, "I can't say 'yes.' and I can't say 'no'." When asked if Hendrix was superior to all shift leaders, he replied: "Yes, and no." l' The testimony of Plant Manager Cates and Vice President Kopas gave as to how and when it was decided who should be laid off impressed me as contrived. Kopas said that the plans that he and Cates had formulated in early June for the "permanent" layoff of Klimek. Berglund. and O'Farrell (in accord with seniority "with the exception of Farrar") were changed, first by English telling Cates that he "was quitting." and then by the news (relayed to him, he said, by Cates "probably the 22nd" of June) "that John's leg was cured and that he would now be back to work." Testifying on rebuttal, Cates first said that he thought Johnson had asked for his job back and returned on "April the 13th" (apparently when Johnson actually first stopped working) and then "on May Ist." He said Johnson had been away (meaning off the payroll, presumably) only for "la]bout two weeks." He had indicated earlier. when called by the General Counsel, that Johnson's seniority nghts had been restored prior to Johnson's call to Cates on June 22 (the "Thursday pnor to going to work on a Monday." June 26) to say he would be back on June 26. The Company's payroll (Resp. Exh. 6) shows Johnson was paid for 13 hours for I week in mid-April, nothing during the next 2 weeks, for 42.5 hours during the first week of May and nothing for the 7 succeeding weeks. It doesn't look like I am going to make it here, so I am going to find myself another job. Johns Manville is hiring supervisory trainees. and I am going to get a job there. Cates said he gave English until June 30 to find a job, and English agreed to the arrangement. He said he prepared a letter of recommendation for English as he had requested except that he refused to state in the letter the English had been a supervisor because that would be "unethical." He gave him the letter of recommendation on the following day at which time he said English asked. "Well. what if I don't want to quit?" Cates said he told English that the Company had assumed he was leaving, although he indicated he could ask for a job in the future. On June 30 he said English asked if he could return on July 18, but he told him "no," as that would mean someone else would have to leave. On October 3 Cates prepared and sent, by registered mail, letters to Klimek and Berglund offering to reinstate them to full seniority. A somewhat similar letter was sent to English on October 10 by registered mail. The letters to Berglund and English were delivered, but Klimek never picked his up. Only O'Farrell returned to work for the Company. Cates said he was able to contact O'Farrell per- sonally, and O'Farrell returned to his old job as expeller operator. Cates said he was unaware of union activity at the Com- pany's plant "until around June the 22nd when an em- ployee told me that I would be getting a letter from the Union, and that was all I knew." He said he did not recall which employee told him about the letter. lie acknowl- edged that he and Hendrix visited the Company's lunch- room daily, but he denied that he had heard about the union meeting that had taken place on June 5. II. FINDINGS ON TILE ('ItAR(iES Hendrix }w*as a supervisor and an agent of Respondent. A threshold question to be decided is whether the acts of Plant Foreman Dwight Hendrix were attributable to Agri- com. It should be noted, of course, that it is well settled that a nonsupervisory employee may be held to be acting as an agent for an employer. See Savoyv Faucet Co., Inc., d/b/a Savoy Brass Manufacturing Company, 241 NLRB 51 (1978); also, Capitol Foods, Inc. d/b/a Schulte's IGA Foodliner, 241 NLRB 855 (1979). 1 am persuaded by the record herein, however, that the proven acts of Hendrix relevant to the charges contained in the complaint were attributable to Re- spondent because he was acting as a supervisor and an agent of Respondent. 0 0O Sec. 2(1 ) of the Act provides: The term "supervisor" means any individual having authonty. in the interest of the employer, to hire, transfer, suspend, lay off, recall, pro- mote, discharge, assign, reward, or discipline other employees, or re- sponsibly to direct them, or to adjust their grievances, or effectively to recommend such action. if in connection with the foregoing the exercise of such authority is not a merely routine or clerical nature, but requires the use of independent judgment. Sec. 2(13) of the Act provides: In determining whether any person is acting as an "agent" of another person so as to make such other person responsible for his acts, the question of whether the specific acts performed were actually authorized or subsequentl) ratified shall not be controlling 623 DECISIONS OF NATIONAI. LABOR RELATIONS BOARD Respondent argues Hendrix could not be considered a supervisor or deemed an agent of the Company because any supervisory power exercised or supervisory acts per- formed by him were routine in nature and did not require any independent judgment. The difficulty with Respon- dent's argument is that it assumes the credibility of the evi- dence given on this issue by Hendrix and Plant Manager Cates. I do not credit such testimony. The repeated at- tempts of these and some other witnesses to minimize the supervisory responsibilities of Hendrix were not convinc- ing. 2' The credible evidence is that Hendrix had power to act as the representative of Agricom with respect to all other em- ployees of the bargaining unit and that he exercised that power. There was impressive testimony from English, Kli- mek, and Phillips, a shift leader, that they considered Hen- drix to be their supervisor and their real boss. Obviously, employees believed that he spoke for the management, and he unquestionably did." The record clearly demonstrates that Hendrix had the authority "responsibly to direct" the work of employees. His job was not merely as a "job equip- ment watchdog and production expediter," as Respondent's brief suggests. 3 Hendrix assigned work, transferred employ- ees, gave time off, assigned overtime, and gave written instructions to employees. Hendrix at least effectively rec- ommended the termination of Virgil Decamp, I am con- vinced, notwithstanding the efforts made to fix responsibil- ity for such action upon Cates.'4 Hendrix used independent judgment in acting for Respondent in the respects men- tioned above. Further, he was in charge of the plant in Cates' absence. Even Cates acknowledged that night shift leaders were to contact Hendrix (or himself) if they encoun- tered any special problems. I am persuaded that Cates signed and posted a notice around May I advising employees at the Grimes plant that Hans Nissan was being replaced by Hendrix who would be succeeding to his authority, which included the power to hire, fire, assign work, and give time off. Klimek testified :2 George Coon and John Johnson, undoubtedly concerned about their jobs, tried to suggest that Plant Manager Cates was their only boss with any authority. Coon's unreliability has been previously referred to. And Johnson, while maintaining at one point that "Bill Cates .. is the only boss I have." at another time staled that Hendrix had called him into the office on June 26 (the day of the mock election and his first day back at work) and had him doing things that day that were not part of his regular job. 22 Another shift leader, Ed Admire, conceded Hendrix was the "number one supervisor" and his boss. Benjamin Flores testified that it was Hendrix who gave him his daily work instructions, assigned him overtime, and told him whether or not he could work during a shutdown. :3 Respondent's cases are inapposite. Hendrix' scheduling, which he said was usually approved, was different from the assistance given in this respect by the first cook and assistant head steward in Town Foods, Inc, d/b/a Tower of the Americas Restaurant,. 221 NLRB 1260 (1975). (As previousl noted, Cates told English that scheduling was "strictly up to Dwight.") Nor did Hendrix merely relay routine instructions as the titled employees did in Davison-Paxon Company, a Division of R H. Mao' and Cornpanv, Inc., 185 NLRB 21 (1970). Any "direction of personnel" by the central dispatchers in Pilot Freight Carriers, Inc, 221 NLRB 1026 (1975), occurred only as "an incidental result." The department heads in Ross Porta-Plan. Inc., 166 NLRB 494 (1967). had less authority than Hendrix. They could not even grant time off, and the Board rejected the employer's attempt in that case to "beef-up" their authority (making the management obviously top-heavy) in order to remove them from the bargaining unit. credibly to that effect, and English recalled seeing such a notice posted." I am also persuaded that Hendrix became aware of the union activity at the Grimes plant shortly after the June 5 union meeting and that he made it his business to know who among Respondent's employees were active for and favorable to the Union. As will be discussed later, he ques- tioned employees about their sentiments, not out of curios- ity, but because he knew persons holding positions in man- agement higher than his own would want to be informed of any union activity. Hendrix no doubt kept Plant Manager Cates informed of any union activity of which he was aware, and took steps to discourage it (also discussed later), no doubt with the knowledge of the plant manager. 1ll. 'l 8A)(X) ( IAR(;ES The testimony of Colin English concerning the mock election incident on June 26 was disputed by Respondent's witnesses in certain significant respects, particularly with respect to Hendrix' participation in the polling of employ- ees. Also, there was some apparent inconsistency in Eng- lish's own testimony in that at one point he indicated that it was Hendrix who wrote the names on the board while indi- cating at another time that the employees wrote their names on the board.26 There is no doubt. however, about the fact that a number of unit employees were called upon to ex- press publicly a view-i.e., take a stand - as to whether they were in favor of unionizing the plant, and in a manner that would be obvious to Respondent's management. The em- ployees voting apparently expressed a unanimous view against the Union.27 I am unable to believe that the election was "employee-initiated and employee-run." as Respon- dent states. Nor do I believe that employees acted voluntar- ily in writing their names on the board. Hendrix was pre- sent for some of the voting for sure. and I am persuaded that the mock election occurred because he was there. I credit the testimony of English to the extent that he indi- cated that Hendrix instigated the polling of the employees. I am further of the view that Plant Manager Cates was aware of the fact at the time. It is not credible to me that Hendrix never discussed the writing on the board with em- ployees, as Hendrix. Johnson, and Admire testified.28 The public polling of Respondent's employees as to their sentiments about the Union was coercive and illegal. See Heck's, Inc., 172 NLRB 2231 (1968), enfd. 433 F.2d 541 (D.C. Cir. 1970). Such conduct indicated Respondent's op- position to the unionization and gave the impression that Respondent was engaging in surveillance of union activi- 24 Vice President Kopas said. "I don't think" Cates could delegate author- ity to hire and fire. 25 The various indicia of supervisory status referred to in Section 2(i1 I) of the Act are stated in the alternative; the exercise of one of the functions referred toi is sufficient. The fact that Hendrix was not a salaried employee is not controlling; after he was elevated from shift leader to plant foreman his hourly wage was the highest. (Resp. Exh. 6.) 26 There was, of course, more than one mock election that day. 27 Klimek and Admire, both of whom had signed union cards, testified that they voted against the Union in the mock election. 12 Cates' claim that he made no comment on the writing on the board has more plausibility if only because he apparently spent less time in the lunch- room that day. 624 A(RI('O()M OIl.SEEDS. IN(' ties. See tIndrl Malmuiu'nlring ( 'omrpativ v. l.. R B.. 32 F.2d 100 (5th (Cir.. 1963). Subparagraphs (a) and (i) of para- graph 6 of the complaint were sustained. Subparagraph (k). which alleges (Cates created an impression of surveillance. was not"2 Plant Foreman Ilendrix' 45-minute conversation sith Klimek on June 19 was clearly coercive and iolated Sec- tion 8(a)( I) of the Act as alleged in subparagraphs (1). (m). and (o) of paragraph 6. Klimek testified credibls thiti on June 19 lendrix called him in and, alter staiing "how bad" the Union w as. asked what he thought about the I.]nion. Hendrix went on to explain that if the Union did come in there would be layoffs and loss of privileges and benefits (overtime. use of company property. etc.). Subparagraphs (h) and (g) are duplicative of subparagraph (o). and sub- paragraphs (i). (I ). and (n) are duplicative of subparagraph (ff)- even though they allege different incidents and will be dismissed as being cumulative.)" Klimek testified that he and Flendrix discussed the rota- tion of shifts on June 19. and that Hendrix stated that Ed Admire would he taking Klimek's position "lor the good of the Company'." The reason given b Hendrix impresses me as pretextual under the circumstances, and I find Klimek's active support of the Union prompted the change. his is true even when Plant Manager ('ates' testimony is consid- ered. ('ates testified that he had told Klimek abot the same time that Klimek's job was being changed because of the improper manner he had taken product samples. I am not persuaded that Klimek took samples as (lates testified. Kli- mek acknowledged discussing proper sampling procedures with other Agricom officials (Chemist Bob l.awrence and Richard ('onley), but he did not recall ever discussing the subject with ('ates. Further, there was no indication that Hendrix' statement about a shift change was related to ant improper sampling. Paragraph 6(e) w.as established. 'The General Counsel argues in his brief that Plant Man- ager (ates on June 15 threatened English with a change of work shifts from night to day. Paragraph 6(c), howeser. refers to an alleged threat by (Cates to do the reverse i.e.. switch an employee on day shift to night shift. Any shift change, or threatened one, because of union activities, sym- pathies, or membership would, of course. he unlawlul. but the difficulty here is that English's testimony on this point in not consistent. At one point he maintained that shifts rotated until Hendrix took over as plant foreman (in April). but at another point he complained Hendrix had taken him "Subparagraph (k) duplicates subparagraph a). howe'er. I agree with Respondenl the Klimek's lestimony to the effect thai Bob Farrar was to stand at the polls on election day and note those who voted (supposedly being onl' those n favor of the t nion) did not support the surveillance allegation. On the other hand I do notl consider ('on'ersrs (raviure Senrlc,. Inc.. 164 NL.RB 397 (1967i, ciled by Respondenl. as analagous Io the case at bar. Polling of employees arose in that case under difRerent circumstances. and the election by secrel ballot was conducted after the cornpan pres- ident left the room. 0 Paul Phillips testified credibly that he was asked bh tendrix n June off' o his regular shift. Furthermore. he never expressed any disapproval of an'y shift change. Compare pages 78. 97. 129. and 152 of the transcript. I cannot inter that English was given a shift change for the reason alleged, so paragraph 6(c) will he dismissed. Paragraph 6(d) alleges that on or about June 16 Plant Manager ('ates gave the ''impression" to an employee that he would he discharged because of union membership. ac- tis ities, or smpathies. his allegation. obiously, refers to the June 15 conversation betw een English and ('ates in which English indicated that possiblv he should look for another joh and Cates' deli er) the next day of a "letter of recommendation" to English. ('ates was obviousls pleased at the prospect that I-nglish might lease Agricom and seized upon the opportunit to force him to go, but the record does not suggest that ('ates sought to, or did, give English the "impression" that he as being let go because of anl association English may have had with the l nion as alleged. Subparagraph (d) of paragraph 6 will be dismissed. English testified that ('ites announced at a May meeting that wage increases would be put into effect on June I. A wage incease was put into effect n Jul 1. ('aties claimed in his testimonN that he had told employees that he would make evaluations in June and make the increases ef'eclive July I. ('ales' testinmon is not particularly persuasive on this point, as I consider it unlikels that ('ales would have told employees of a pending increase before he had begun evaluating them. Even so, it is impossible to find on this record that Respondent withheld a promised wage increase fronl employees "because of their membership in and ac- tivities and/or smpathies on behalf of the Union." There is no evidence of union actis it) as early as June I. whlen Elng- lish said the increases were to go into effect, so it cannot he inferred that Respondent unlaw fully withheld them. Para- graph 6(h) was not established. I. 8(A)(1) AN D (I) ( I R(; IS Paragraph 7(c) of the complaint alleges that Respondent laid off or discharged Buster Berglund. Colin English. Frank Klimek. and Mike O'Farrell because of their mem- bership in or activities on behalf of the U nion or because of' other concerted activities. The allegations of this subpara- graph were fuli) sustained. Respondent knew of the Union's organizing activities among its employees within 2 dass or so after the union meeting w as held on June 5 at the home of Colin English. Respondent employed ewer than 15 employees at its Grimes plant, and Plant Manager Cates and Plant Fore- man Hendrix were in daily contact with them. Employees would go to the lunchroom for their breaks and to eat. llendrix and ('ates also went to the lunchroom to eat and for other purposes. Timecards were maintained in the area, and the restroom was nearby. Hendrix admitted overhear- ing several conversations about the U!nion and he spoke to Phillips for sure about joining the Union within a couple of days of the June 5 meeting. No doubt lendrix knew at about the same time that Klimek and Eniglish were the Union's organizers. or at least its most active supporters among the employees at the Grimes plant. And, of course. what Ilendrix knew his superiors were bound to know. I h25 DECISIONS OF NATIONAL LABOR RELATIONS BOARD thus find that Respondent, through Hendrix, was aware of the union activity by at least June 8.1 Respondent's hostility toward the Union is apparent from the record, in spite of the indifference claimed by Re- spondent's officials at the hearing. Hendrix expressed strong dislike for the Union to Klimek, asserting that the Union's dues would be $40 a month. Hendrix denied discussing the subject, but I credit Klimek over Hendrix. The timing and precipitate manner of the discharges, oc- curring as they did during the Union's organizing drive and only shortly after a copy of the Union's petition had been filed, makes them suspect. This is especially true in light of' the facts that Respondent had never laid off employees be- fore during a summer shutdown and that Respondent chose to make the layoffs permanent." I am unable to believe that the layoffs had been planned 3 weeks or more in advance of the July 1 shutdown with a view to reducing the size of the staff because of adverse business conditions. English testified credibly that in early June Cates had posted a notice to the effect that the Com- pany had so much work that further vacations would have to be staggered, with the prospect that the newer employees would not be able to take any leave. Plant Manager Cates testified that he did not have a copy of such notice (which had been subpoenaed) but acknowledged that "I can't say that it never existed." Granted Respondent may have had reason for some con- cern about its financial outlook in June 1978, 1 am con- vinced that the moving reason for terminating English was his organizing activities on behalf of the Union. Respon- dent's action in allowing John Johnson to return on June 26 after he had quit the Company renders Respondent's claimed economic defense suspect. Even if Respondent had indicated to Johnson prior to June that he would be rein- stated, as it may well have, the disparate treatment between him and English (even assuming the accuracy of Cates' ver- sion of English's expressed desires about leaving) is appar- ent.3) I credit English's version of the conversations between him and Cates on June 15 and 16, and I reject Cates' con- tradicting account of them. I find English did not ask for a :I Cates claimed he did not know of any union activity "until around June the 22nd," an assertion I do not credit. He said he "might" have overheard employees' conversations about health and other problems but nothing about the Union. a2 Citing Port-A-Crib, 143 NLRB 483 (1963). and Cato Show Printing Co.., Inc., 219 NLRB 739 (1975), Respondent defends making its layoffs perma- nent. The chances of recall in such cases were far more speculative than here, however. Also, in Port-A-Crib, there was no evidence of union membership or activity on the part of the discharged employees. Further, in Cato, the Respondent employer acted on the recommendations of a government in- spector who urged terminations rather than temporary layoffs so affected employees could "secure new government security clearances." 33 While I do not credit Cate's testimony concerning the so-called quitting of English, it is apparent from Cates' own version that his treatment of Johnson and English was disparate. Cates allowed Johnson to return at a time when the Company was assertedly facing serious economic problems; yet Cates said he refused a request for reconsideration from English about quitting, expressed immediately thereafter while still on the job, Vice Pres- ident Kopas had testified that Agricom was experiencing economic difficul- ties in May and even earlier. Cunously, Respondent states in its brief that English's "voluntary quit" was "decidedly different" from the "Johnson mat- ter" as it had occurred at a time when the firm's "operations were in full swing" and "Johnson was so sorely needed." Respondent's claims concern- ing its financial situation are not consistent. letter of recommendation of any kind and did not ask to be able to stay on until the end of June.34 In any event, it was English's union activity which motivated his being let go, I am convinced, and this established its illegality. Radio Offi- cers' Union v. N.L.R..., 347 U.S. 17 (1954). Thus, any le- gitimate considerations that Respondent may have had for laying him off. or any other employee. at the end of June became irrelevant in the face of Respondent's discrimina- tory motive. See ('onicord Furniture Indut.sries Inc., d/hl/a Bradlord Furniture Conpamttv, 241 NLRB 643 (1979). I am also persuaded that Klimek, Berglund, and O'Far- rell were discharged because of union activity. I am con- vinced that Respondent was intent on ridding itself of both English and Klimek because of their prominent roles in trying to organize Respondent's Grimes plant. I believe, and I find, that the layoffs of Berglund and O'Farrell were a cover to mask Respondent's real desire to rid itself of Kli- mek, English's organizing partner. Respondent thought it had been able to remove English on the basis that he had offered to quit." And "to get at Klimek, a . ..senior em- ployee, and strong advocate" (quoting from the General Counsel's brief), it was necessary to lay off ()O'Farrell, Berg- lund, and Bob Farrar or satisfactorily explain the failure to do so as each had less seniority than Klimek. Respondent offeredjustification for the retention of Farrar, who had not signed a union card, on the basis of his "expertise" as a mechanic. Respondent elected to lay off both Berglund and O'Farrell. each of whom had signed union cards. Conceiv- ably. Respondent was not aware that Berglund and O'Far- rell were supporters of the Union though this seems doubtful in view of Hendrix' interrogations and the close association of Respondent's few employees and supervisors at the Grimes plant, but the layoff of Berglund and O'Far- rell to reach Klimek was, nevertheless, unlawful. As the Board stated in Arnoldwsare, Inc.. 129 NLRB 228 (1960):'6 " English testified that on June 16, after receiving Cates' "letter of recom- mendation" and being obviously aware that he was being forced out, he asked Cates if he could have his job back. But such testimony did not estab- lish that English had offered to quit. Respondent acknowledges in its brief that "English did not state specifically that he quit." It is paradoxical that Cates would send a job offer to English after insisting that he had quit. especially after Cates concededly declined in June to let him stay on the job and keep working. Respondent makes a strong attack on English's credibility. English had indicated during his testimony that he did not renew his application for a job at Johns-Manville until after he received Cates' letter of June 16 and left Respondent's employment. The evidence supplied through a Johns-Manville witness, however, indicated that English had been in touch with the com- pany earlier in the month. But I do not consider that fact as a basis for discrediting his testimony. The record shows that English did visit the Johns- Manville office earlier and was interviewed in June after he had received Cates' letter. I believe that he had forgotten the earlier June visit to the company: he did not have a cops of his application or other records of his visit to aid him in trying to recount such past events. The Johns-Manville evidence conflicts in other respects with Cates' version of what English had said-but not in any matenal way with the version given by English. The State of California ruling (Resp. Exh. 29) to the effect that English had quit his job at Agricom is hardly persuasive, especially since it was based on information supplied by Respondent. 3" English had considerable senority, being eighth on the Company's se- niority list. Unless he quit voluntanly a layoff of English would have been suspect of John Johnson and Angel Gracia had not also been laid off. 3 See also Engleood Lumber Company, 130 NLRB 394 (1961) and Mate- rials Transportatlon Compass, and Cemen 7rucking Companv, 170 NLRB 997 (1968). 626 A(GRICOM OILSEEI)S. INC As Respondent's objective in effecting the [shift] close- down was illegal. it is immaterial that in carrying out this objective, some of the victims of Respondent's dis- crimination may not have been union employees or that Respondent had no knowledge of their union membership and activities. Discrimination in regard to hire or tenure of employment of a group of employees. including nonunion employees of the group or union members not known by the employer to be union members, tends to discourage union membership and activities no less than discrimination against known union members alone. All victims of discrimination are in such cases entitled to the same relief' under the Act as are known union members. The factual allegations of paragraph 7(a) are similar to those contained in paragraph 6(c) of the complaint, al- though in the former the shift change was allegedly made from night to day and was allegedly implemented, not merely threatened. As noted previously. English's testimony concerning the shifts worked during his last 3 months was somewhat inconsistent (indicating at one point that prior to Hendrix' promotion to plant foreman he had worked only at night and at another that the shifts had been rotated before Hendrix had taken over), and he had not made known sufficiently what his desires were. Thus. I find that the General Counsel did not carry his burden with respect to paragraph 7(a), and it will be dismissed."' Paragraph 7(b) alleges that Respondent refused to permit Klimek to work overtime after on or about June 19. Klimek testified that to the best of his knowledge he was not as- signed overtime work after that date. When confronted with his last timecard. showing that he had been paid for 14-1/2 hours of overtime during the week of June 19- 26, he remained skeptical that he had been paid any overtime." He acknowledged, however, that "it ha[dl been a long time" previous to his testifying, indicating that he could be wrong. Respondent unquestionably cut back in Klimek's over- time-he was paid for only 45-1/2 hours of work for the week of June 19. and 36-1/2 hours of work for the week of June 12, whereas he was paid for over 60 hours in each of the weeks beginning on June 5 and on May 28 (Respon- dent's Exhibit 6)-the reduction beginning in mid-June. 1 have no doubt that the cutback was predicated on his union activities, but the evidence does not clearly establish the strict and unequivocal allegation of the complaint that he was given no overtime work after on or about June 19. Therefore, paragraph 7(b) will be dismissed. '7 But as indicated previously. I consider English a reliable witness. He was called upon to recount the sequence of various shifts he had worked several months earlier without the aid of timecards or payroll records. In fact, there was no great vanance between his recollections and Respondent's records. His timecards (most of which were received at the end of the hear- ing) indicate that he worked days dunng his last 2 weeks of employment: the previous 2 weeks he worked swing: the next 2 previous weeks were grave- yard: the next 2 previous weeks were day shifts; and the next 2 previous shifts were swing. Respondent's payroll records (Respondent's Exhibit 6) show that all of his work in February was on the swing shift (being desig- nated by the 15-cent pay differential) and that 2 weeks of March were on the graveyard shift (being designated by the 25-cent pay differential). Compare his testimony at pages 863, 868 871: also at 96 98, 128 132. 135. 3&The timecard shows that he worked 16-1/2 hours I day during that penod. \. tit NIO()N S IAJ()RI IX lilt RI-t SAI It) BARt(AIN There is no doubt as to the appropriateness of the bar- gaining unit. As of June 26 there were 14 unit employees on the payroll at the Grimes plant, excluding Plant Foreman Dwight Hendrix. Eight signed cards would have been enough to establish a majorit. and II enmployees had signed valid cards a few das s after the June union meet- ing. All 11 cards were in the hands of the Union hb June 20. and Respondent continued to represent a majority of unit employees even in Juls when the Union requested Respon- dent to recognize and bargain with it." The Supreme C(ourt in .\'L.R.R. v. (;.vsw/ PacAiltg C(o., 395 U.S. 575 (1969) stated that union authorization "cards. though admittedly interior to the election process, can ade- quatel5 reflect emploec sentiment when that process has been impeded."' )' he Supreme Court also stalted in the (s- sc/ decision: We cannot agree with the employers here that em- ployers as a rule are too unsophisticated to be hound by what they sign unless expressly told that their act of signing represents something else. In addition to ap- proving the use of cards. of course. Congress has ex- pressly authorized reliance on employee signatures alone in other areas of labor relations. even where criminal sanctions hang in the balance. and we should not act hastily in disregarding congressional judgments that employees can he counted on to take responsibil- itv for their acts. We agree, however. with the Board's own warnings in Levi Strauss & C(o. 172 N.L..R.B. No. 57 68 LR.R.M. 1338. 1341. and n. 7 (1968). that int hearing testimony concerning a card challenge. trial examiners should not neglect their obligation to ensure employee free choice by rule We also accept the observation that employees are more likely than not, many mnonths after a card drive and in response to questions by com- pany counsel, to give testimony damaging to the union, particularly where company officials have previously threatened reprisals for union activity in violation of §8(a)(I). We therefore reject any rule that requires a probe of an employee's subjective motivations as in- volving an endless and unreliable inquiry. It is to be noted that the authorization card used by the Union here was not ambiguous: the card clearly indicated that the signer was applying "for admission to member- ship" in the Union and was designating the Union as "rep- resentative in any and all matters concerning employment." The testimony of employee witnesses as to the purpose of signing the union authorization cards was not alwass con- sistent. but I believe that they understood. almost without exception. that the cards were not simply to be used for the N' The inion asked Respondent to bargain bh letters dated July 6 and July 13. Bs letter dated July 20 Plant Manager Cates disputed the Union's claim of majority No doubt Respondent's unfair labor practices undermined some of the Union's support. utal I find the Union continued to hase majorits status at the time of Its demand in spite of such practlces 4 t nder the Supreme (Cours later decision in Linden I.umblr Do,,,von v .N LR R. 419 U.S 301 ( 1974). Respondent. of course would not have been bound to recognize the Union's authorization cards as proof of the UInion's majority had it not engaged in unfair labor practices 027 I)F(CISIONS OF NATIONAL L.ABOR RFIA'I IONS BOARI) purpose of having an election. I have no doubt that O'Far- rell understood he was designating the Union as his repre- sentative in spite of his claim that he was unable to read.4 O'Farrell said "different ones" aided him in filling out the authorization card, and he said he asked someone the pur- pose of the card. Allegedly he could not remember who he asked, what the answer was, or where he was at the time. I reject Admire's claim that some employee, whose iden- tity he could not recall, gave him the false impression that he was the only employee who had not signed for the Union. I do not believe Flores was confused by any lan- guage problem. It was apparent that Flores did not sign a card merely to have an election. The cards were passed out. he said. "Is]o that we could he members of the Union, and to learn on how many we could count on so that we could have an election." The trip of seven employees to the General Counsel's Regional Office in San Francisco on August 22 was not, as Respondent claims, a "clear indication" that the employees understood that the authorization cards would only be used to obtain an election at Respondent's plant. The testimony, if anything, raises a question concerning the circumstances of the employees leaving the plant that morning. Johnson and Admire implied in their testimony that the employees left the plant strictly on their own, without the knowledge of either Plant Manager Cates or Plant Foreman Hendrix. and traveled to San Francisco to protest cancellation of the election. 3 Flores testified that the employees (six in number he thought) worked for 2 hours and then punched out to go to the Board's office in San Francisco. It strikes me as un- likely that such a number of employees could leave Respon- dent's plant during working hours without the knowledge and approval of the plant's managing officials. Respondent's Section 8(a)(1) violations, which interfered with the Section 7 rights of Respondent's employees, and its discriminatory discharges tended to undermine the Union's majority. Respondent violated Section 8(a)(5) of the Act by refusing to recognize and bargain with the Union, the col- lective-bargaining representative of the majority of employ- ees. A bargaining order is clearly appropriate under the circumstances; Respondent engaged in pervasive unfair la- bor practices, the Union had attained a majority status, and the possibility of erasing the effects of past unfair labor practices and insuring a fair election is certainly slight. 41 Respondent also argues that O'Farrell's card, along with those signed by Berglund, English, and Klimek, should not be counted because they had been lawfully removed from the payroll by Jul 6 when the Union made its first demand for recognition. But. as has been held above, such employees were unlawfully discharged. ,1 As has already been noted, O'Farrell appeared to be an intimidated witness, He claimed he could not recall if he ever told Cates if he had signed a card. It is apparent that Hendrix had questioned O'Farrell about signing a card. even though O'Farrell claimed Hendrix knew his opinion about the Union "from the start." ,' Johnson and Flores said the purpose in going to the Board's office was to tell it hat they did not want a union. Admire stated that the purpose of the trip was "tio see if they would give us an election." TII R MI-i)Y Having found that Respondent has engaged in unfair la- bor practices, I shall recommend that it cease and desist therefrom and take certain affirmative action designed to effectuate the policies of the Act. In view of the fact that Respondent unlawfully dis- charged Buster Berglund, Colin English, Frank Klimek. and Mike O'Farrell, it will be recommended that Respon- dent be ordered to offer each immediate and full reinstate- ment to his tormer position, or, if such is not available, to one which is substantially equivalent thereto, without preju- dice to the seniority and other rights of each. (It is noted that Mike O'Farrell has returned to work and that offers were made to the other employees. Presumably the offers referred to the former jobs held by each. It can be deter- mined in the subsequent compliance stage whether the of- tfers in fact encompassed the former or substantially equiv- alent job of each of such employees.) It will also be recommended that each of these unlawfully discharged em- ployees be made whole for any loss of earnings suffered by reason of his termination. Backpay shall be computed with interest as prescribed in 1: U1Woolworth Compant 90 NLRB 289 (1950), Isis Plumbhing & Heating Co., 138 NLRB 716 (1962), and Florida Steel C'orporaion, 231 NLRB 651 (1977). (The General Counsel's request that 9 percent inter- est be paid on the backpay is denied as the Board has not approved of such rate.) I will recommend that pertinent records be preserved and made available for ascertaining the backpay that may be due. I find that Respondent's Section 8(a)( 1) and (3) violations are pervasive, have interfered with the exercise of a free and untrammeled choice, and tend to foreclose the possibility of holding a fair election. I find Respondent violated Section 8(a)(5) of the Act by refusing to recognize the Union as the collective-bargaining representative of the bargaining unit. that a bargaining order is proper. that an election is not required, and that an employee sentiment expressed through cards will be better protected by a bargaining order without an election. See Gi.sel Packing ('o. supra. Upon the basis of the foregoing findings of fact and the entire record. I make the following: CO(N(SI.ISloNS ()F LAW 1. Respondent is an employer engaged in commerce within the meaning of Section 2(6) and (7) of the Act. 2. The Union is a labor organization within the meaning of Section 2(5) of the Act. 3. By creating the impression among employees that their union activities were under surveillance; by threaten- ing to change work shifts of an employee if' employees do not abandon their support of the Union; by interrogating employees with respect to union sympathies, activities, or membership: by polling employees regarding their union sympathies, activities, or membership: by threatening dis- charge or layoff of employees if employees selected the Union as their collective-bargaining representative: and by threatening employees with the loss of privileges and bene- fits if they selected the I nion as their collective-bargaining 528 AGRI(COM OILSEEDS. INC. representative, Respondent deprived employees of their statutory rights and engaged in unfair labor practices within the meaning of Section 8(a)( 1) of the Act. 4. By discriminatorily discharging Buster Berglund, Co- lin English. Frank Klimek, and Mike O'Farrell, Respon- dent engaged in unfair labor practices within the meaning of Section 8(a)( 1) and (3) of the Act. 5. All press operators, machine maintenance employees. clean-up employees, load-out employees and working fore- persons, excluding office clerical employees, all other em- ployees, guards and supervisors as defined in the Act. con- stitute a unit appropriate for the purpose of collective bargaining within the meaning of Section 9(b) of the Act. 6. On or about June 20, 1978, and at all times material thereafter, the Union represented a majority of the employ- ees in the above appropriate unit, and has been the exclu- sive representative of all said employees for the purposes of collective bargaining within the meaning of Section 9(a) of the Act; and Respondent was on or about July 6, 1978, and has been since, legally obligated to recognize and bargain with the Union." 7. By refusing to recognize and bargain collectively with the Union in regard to the employees in said appropriate unit since on or about July 6, 1978. Respondent has en- gaged in unfair labor practices within the meaning of Sec- tion 8(a)(5) and (I) of the Act. 8. The above-described unfair labor practices affect com- merce within the contemplation of the Act. 9. Respondent has not engaged in any other unfair labor practices alleged in the complaint. Upon the foregoing finding of fact, conclusions of law, and the entire record and pursuant to Section 10(c) of the Act, I hereby issue the following recommended: ORDER 45 The Respondent, Agricom Oilseeds, Inc., its officers, agents, successors, and assigns, shall: I. Cease and desist from: (a) Discouraging membership in the Union, or any other labor organization by discharging or laying off employees or otherwise discriminating against them in any manner with respect to their tenure of employment or any term or condition of employment. (b) Refusing to recognize and bargain with the Union as the exclusive bargaining representative of all the employees in the above-described appropriate unit. (c) Creating the impression among employees that their union activities are under surveillance. (d) Threatening to change an employee's work shift if employees do not abandon their support of the Union. " Respondent's obligation to bargain began on July 6. 1978. the date on which the Union made its demand, even though Respondent had embarked on a clear course of unlawful conduct earlier. Respondent's other unfair labor practices can be remedied by entry of recommended order. See Taylor Bros., Inc.. 230 NLRB 861 (1977): also Trading Post, Inc.. 219 NLRB 298 (1975). " In the event no exceptions are filed as provided by Sec. 102.46 of the Rules and Regulations of the National Labor Relations Board, the findings. conclusions, and recommended Order herein shall, as provided in Sec. 102.48 of the Rules and Regulations. be adopted by the Board and become its findings, conclusions, and Order, and all objections thereto shall be deemed waived for all purposes. (e) Interrogating employees concerning union smpa- thies, activities, and membership. (f) Polling employees regarding their union sympathies. activities, and membership. (g) Threatening discharge or layoff of employees if em- ployees select the Union as their collective-bargaining rep- resentative. (h) Threatening employees with the loss of privileges or benefits if the select the Union as their collective-hargaining representative. (i) In any other manner interfering with, restraining, or coercing its employees in the exercise of rights guaranteed to them by Section 7 of the Act. 2. Take the following affirmative action designed to elf- fectuate the policies of the Act: (a) Upon request, recognize and bargain with the Union as the exclusive representative of all emplobees in the afore- said appropriate unit and, if an understanding is reached. embody such understanding in a written signed agreement. (b) Offer to each of the employees named to paragraph 7(c) of the complaint (Buster Berglund, Colin English, Frank Klimek, and Mike O'Farrell) who have not yet been recalled to work, immediate and full reinstatement to his former job, or, if it no longer exists, to a substantially equiv- alent one, without prejudice to the seniority and other rights and privileges previously enjoyed b each.* (c) Make whole Buster Berglund. Colin English. Frank Klimek, and Mike O'Farrell for any loss of pay each may have suffered by reason of Respondent's discrimination against him, with interest, as provided in the section above entitled "The Remedy." (d) Preserve and. upon reasonable request, make avail- able to the Board and its agents, for examination and copy- ing, all payroll records and reports and all other records required to ascertain the amount of any backpa) due under the terms of this recommended Order. (e) Post at its premises at Grimes. California. copies of the attached notice marked "Appendix."4' Copies of said notice, after being signed by a duly authorized representa- tive of Respondent, shall be posted by it immediately upon receipt thereof, in conspicuous places, including all places where notices to employees are customarily displayed. Rea- sonable steps shall be taken by Respondent to insure that said notices are not altered, defaced, or covered by any other material. (f) Notify the Regional Director for Region 20, in writ- ing, within 20 days from receipt of this Decision, what steps have been taken to comply herewith. I-r Is FURTHER ORDERED that the complaint be dismissed insofar as it alleges violations of the Act not found herein. v Mike O'Farrell returned to work in October and offers were mailed to English, Klimek. and Berglund. Presumably Farrell returned to the same job he previously held and presumably the other discriminatees were offered the same job each had held before his layoff. The question of whether the offers encompassed their former or substantially equivalent positions can be best determined in the compliance stage of the proceeding ,s In the event that this Order is enforced by a judgnient ofa United States Court of Appeals. the words in the notice reading "Posted bh Order of the National l.ahor Relations Board" shall read "Posted Pursuant to a Judgment of the United Statles Court of Appeals Enforcing an Order of he National L.abor Relations Board" 629