First National Maintenance Corp. v. National Labor Relations Board

Justice Brennan,

with whom Justice Marshall joins,

dissenting.

Section 8 (d) of the National Labor Relations Act, as amended, requires employers and employee representatives “to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment.” 29 U. S. C. § 158 (d). The question in this case is whether First National Maintenance Corporation’s decision to terminate its Greenpark Care Center operation and to discharge the workers employed in that operation was a decision with respect to “terms and conditions of employment” within the meaning of the Act, thus rendering its failure to negotiate with the union unlawful.

*689 As this Court has noted, the words “terms and conditions of employment” plainly cover termination of employment resulting from a management decision to close an operation. Fibreboard Paper Products Corp. v. NLRB, 379 U. S. 203, 210 (1964). As the Court today admits, the decision to close an operation “touches on a matter of central and pressing concern to the union and its member employees.” Ante, at 677. Moreover, as the Court today further concedes, Congress deliberately left the words “terms and conditions of employment” indefinite, so that the NLRB would be able to give content to those terms in light of changing industrial conditions. Ante, at 675, and n. 14. In the exercise of its congres-sionally delegated authority and accumulated expertise, the Board has determined that an employer’s decision to close part of its operations affects the “terms and conditions of employment” within the meaning of the Act, and is thus a mandatory subject for collective bargaining. Ozark Trailers, Inc., 161 N. L. R. B. 561 (1966). Nonetheless, the Court today declines to defer to the Board’s decision on this sensitive question of industrial relations, and on the basis of pure speculation reverses the judgment of the Board and of the Court of Appeals. I respectfully dissent.

The Court bases its decision on a balancing test. It states that “bargaining over management decisions that have a substantial impact on the continued availability of employment should be required only if the benefit, for labor-management relations and the collective-bargaining process, outweighs the burden placed on the conduct of the business.” Ante, at 679. I cannot agree with this test, because it takes into account only the interests of management; it fails to consider the legitimate employment interests of the workers and their union. Cf. Brockway Motor Trucks v. NLRB, 582 F. 2d 720, 734-740 (CA3 1978) (balancing of interests of workers in retaining their jobs against interests of employers in maintaining unhindered control over corporate direction). This one-sided approach hardly serves “to foster in a neutral man *690 ner” a system for resolution of these serious, two-sided controversies. See ante, at 680-681.

Even if the Court’s statement of the test were accurate, I could not join in its application, which is based solely on speculation. Apparently, the Court concludes that the benefit to labor-management relations and the collective-bargaining process from negotiation over partial closings is minimal, but it provides no evidence to that effect. The Court acknowledges that the union might be able to offer concessions, information, and alternatives that might obviate or forestall the closing, but it then asserts that “[i]t is unlikely, however, that requiring bargaining over the decision . . . will augment this flow of information and suggestions.” Ante, at 681. Recent experience, however, suggests the contrary. Most conspicuous, perhaps, were the negotiations between Chrysler Corporation and the United Auto Workers, which led to significant adjustments in compensation and benefits, contributing to Chrysler’s ability to remain afloat. See Wall Street Journal, Oct. 26, 1979, p. 3, col. 1. Even where labor costs are not the direct cause of a company’s financial difficulties, employee concessions can often enable the company to continue in operation — if the employees have the opportunity to offer such concessions. *

The Court further presumes that management’s need for “speed, flexibility, and secrecy” in making partial closing decisions would be frustrated by a requirement to bargain. Ante, at 682-683. In some cases the Court might be correct. In others, however, the decision will be made openly and de *691 liberately, and considerations of “speed, flexibility, and secrecy” will be inapposite. Indeed, in view of management’s admitted duty to bargain over the effects of a closing, see ante, at 677-678, n. 15, it is difficult to understand why additional bargaining over the closing itself would necessarily unduly delay or publicize the decision.

I am not in a position to judge whether mandatory bargaining over partial closings in all cases is consistent with our national labor policy, and neither is the Court. The primary responsibility to determine the scope of the statutory duty to bargain has been entrusted to the NLRB, which should not be reversed by the courts merely because they might prefer another view of the statute. Ford Motor Co. v. NLRB, 441 U. S. 488, 495-497 (1979); see NLRB v. Erie Resistor Corp., 373 U. S. 221, 236 (1963). I therefore agree with the Court of Appeals that employers presumptively have a duty to bargain over a decision to close an operation, and that this presumption can be rebutted by a showing that bargaining would be futile, that the closing was due to emergency financial circumstances, or that, for some other reason, bargaining would not further the purposes of the National Labor Relations Act. 627 F. 2d 596, 601 (CA2 1980). I believe that this approach is amply supported by recent decisions of the Board. E. g., Brooks-Scanlon, Inc., 246 N. L. R. B. 476, 102 LRRM 1606 (1979); Raskin Packing Co., 246 N. L. R. B. 78, 102 LRRM 1489 (1979); M. & M. Transportation Co., 239 N. L. R. B. 73 (1978). With respect to the individual facts of this case, however, I would vacate the judgment of the Court of Appeals, and remand to the Board for further examination of the evidence. See SEC v. Chenery Corp., 318 U. S. 80, 94-95 (1943).

Indeed, in this case, the Court of Appeals found: “On the record, . . . there is sufficient reason to believe that, given the opportunity, the union might have made concessions, by accepting reduction in wages or benefits (take-backs) or a reduction in the work force, which would in part or in whole have enabled Greenpark to give FNM an increased management fee. At least, if FNM had bargained over its decision to close, that possibility would have been tested, and management would still have been free to close the Greenpark operation if bargaining did not produce a solution.” 627 F. 2d 596, 602 (CA2 1980).