RSS Feeds16:0257(37)CA - Navy, Navy Resale System, Field Support Office, Commissary Store Group, Norfolk, Virginia and William J. Tatem -- 1984 FLRAdec CA
[ v16 p257 ]
16:0257(37)CA
The decision of the Authority follows:
16 FLRA No. 37
DEPARTMENT OF THE NAVY
NAVY RESALE SYSTEM, FIELD SUPPORT
OFFICE, COMMISSARY STORE GROUP
NORFOLK, VIRGINIA
Respondent
and
WILLIAM J. TATEM
Charging Party
Case No. 43-CA-1116
DECISION AND ORDER
The Administrative Law Judge issued the attached Decision in the
above-entitled proceeding, finding that the Respondent had engaged in
certain unfair labor practices as alleged in the complaint and
recommending that it be ordered to cease and desist therefrom and take
certain affirmative action. Thereafter, the Respondent filed exceptions
to the Judge's Decision and a supporting brief, and the General Counsel
filed an opposition to such exceptions. /1/
Pursuant to section 2423.29 of the Authority's Rules and Regulations
and section 7118 of the Federal Service Labor-Management Relations
Statute (the Statute), the Authority has reviewed the rulings of the
Judge made at the hearing and finds that no prejudicial error was
committed. /2/ The rulings are hereby affirmed. Upon consideration of
the Judge's Decision and the entire record, the Authority hereby adopts
the Judge's findings, conclusions, and recommended Order.
ORDER
Pursuant to section 2423.29 of the Federal Labor Relations
Authority's Rules and Regulations and section 7118 of the Statute, it is
hereby ordered that Department of the Navy, Navy Resale System, Field
Support Office, Commissary Store Group, Norfolk, Virginia, shall:
1. Cease and desist from:
(a) Suspending without pay employee William J. Tatem based on his
participation in the filing of unfair labor practice charges with the
Federal Labor Relations Authority, and his giving information in
connection with those charges.
(b) In any like or related manner interfering with, restraining, or
coercing its employees in the exercise of their rights assured by the
Federal Service Labor-Management Relations Statute.
2. Take the following affirmative action in order to effectuate the
purposes and policies of the Statute:
(a) Make whole employee William J. Tatem for the pay lost during his
suspension of April 23, 24 and 25, 1980.
(b) Remove any record of the suspension of March 28, 1980 from the
personnel file of employee William J. Tatem.
(c) Post at its facilities copies of the attached Notice on forms to
be furnished by the Federal Labor Relations Authority. Upon receipt of
such forms, they shall be signed by an authorized representative of the
Respondent and shall be posted and maintained for 60 consecutive days
thereafter, in conspicuous places, including all bulletin boards and
other places where notices to employees are customarily posted.
Reasonable steps shall be taken to insure that such Notices are not
altered, defaced, or covered by any other material.
(d) Pursuant to section 2423.30 of the Authority's Rules and
Regulations, notify the Regional Director, Region IV, Federal Labor
Relations Authority, in writing, within 30 days from the date of this
Order, as to what steps have been taken to comply herewith.
Issued, Washington, D.C., October 24, 1984
Henry B. Frazier III, Acting
Chairman
Ronald W. Haughton, Member
FEDERAL LABOR RELATIONS AUTHORITY
NOTICE TO ALL EMPLOYEES
PURSUANT TO A DECISION AND ORDER OF THE FEDERAL LABOR
RELATIONS
AUTHORITY AND IN ORDER TO EFFECTUATE THE POLICIES OF CHAPTER 71
OF TITLE
5 OF THE UNITED STATES CODE FEDERAL SERVICE LABOR-MANAGEMENT
RELATIONS
WE HEREBY NOTIFY OUR EMPLOYEES THAT:
WE WILL NOT suspend without pay William J. Tatem based on his
participation in the filing of unfair labor practice charges with the
Federal Labor Relations Authority, and his giving information in
connection with those charges.
WE WILL NOT in any like or related manner interfere with, restrain,
or coerce our employees in the exercise of their rights assured by the
Federal Service Labor-Management Relations Statute.
WE WILL make employee William J. Tatem whole for any loss of pay
suffered by his suspension of April 23, 24 and 25, 1980.
WE WILL remove any record of the suspension of March 28, 1980 from
the personnel file of employee William J. Tatem.
(Activity)
Dated: By: (Signature) (Title)
This Notice must remain posted for 60 consecutive days from the date
of posting, and must not be altered, defaced, or covered by any other
material.
If employees have any questions concerning this Notice or compliance
with its provisions, they may communicate directly with the Regional
Director, Region IV, Federal Labor Relations Authority, whose address
is: 1776 Peachtree Street, NW, Suite 501, North Wing, Atalanta, Georgia
30309, and whose telephone number is: (404) 881-2324.
-------------------- ALJ$ DECISION FOLLOWS --------------------
DEPARTMENT OF THE NAVY
NAVY RESALE SYSTEM, FIELD SUPPORT OFFICE,
COMMISSARY STORE GROUP, NORFOLK, VIRGINIA
Respondent
and
WILLIAM J. TATEM
Charging Party
Case No. 43-CA-1116
Barbara S. Liggett, Esq.
For the General Counsel
Mr. Walter B. Bagby
For the Respondent
Mr. George L. Reaves
For the Charging Party
Before: ALI NASH, JR.
Administrative Law Judge
DECISION
Statement of the Case
This is a proceeding under the Federal Service Labor-Management
Relations Statute, 82 Stat. 1191, 5 U.S.C. 7101, et seq. It was
instituted by the issuance of a complaint on March 6, 1981. The
complaint alleges that the Department of the Navy, Navy Resale System
Field Support Office, Commissary Store Group, Norfolk, Virginia,
hereinafter called the "respondent", violated section 7116(a)(1) and (4)
of the Statute by suspending employee William J. Tatem because he filed
a complaint, affidavit, or petition or had given information or
testimony under the Statute. In its answer respondent denied the
commission of any unfair labor practice.
A hearing was held in this matter on May 20, 1981, in Norfolk,
Virginia. /3/ All parties were represented and afforded full
opportunity to adduce evidence, examine and cross-examine witnesses, and
argue orally. Briefs were filed by all parties.
Upon consideration of the entire record, including my observation of
the witnesses and their demeanor, I make the following findings of fact,
conclusions of law, and recommended order.
Findings of Fact
At all times material herein, respondent has been and is now an
agency within the meaning of section 7103(a)(3) of the Statute.
Respondent and the union are parties to a collective bargaining
agreement.
William J. Tatem is a Meat Cutter Helper, WG-5, employed at
respondent's Commissary. Edward Sadler is a Meat Foreman, WS-8 at the
same facility and is Tatem's immediate supervisor.
Around September 17, 1979, the union filed a charge in Case No.
3-CA-493 on behalf of Tatem. On January 21, 1980, the union filed a
second charge in Case No. 3-CA-814 against respondent on behalf of
Tatem. A withdrawal request in Case No. 3-CA-814 was approved by the
Regional Director, Region IV on June 30, 1980.
On January 30, 1980, Sadler called Tatem and another employee, Eddie
Cason, who also is a union representative, into his office and had a
discussion with them concerning the failure of both to wear safety
shoes. Sadler told them that this would be the last time for not
wearing their safety shoes and the next time he was going to write a
letter of reprimand. Cason responded that he did not wear the shoes
because they hurt his feet and Tatem told Sadler that his shoes had been
lost. Despite Sadler's contention to the contrary, I find that he
called both employees in to admonish them.
The record is replete with evidence that all employees in the meat
processing department, both part-time and full-time committed safety
violations regularly with impunity. While Tatem denies any further
violations regarding not wearing safety shoes, /4/ Cason states that
even after this discussion with Sadler, that Sadler spoke to him again
on more than one occasion about his failure to wear safety shoes.
However, Cason was not disciplined nor is there any record evidence that
Sadler sought to discipline Cason for repeated safety violations.
Sadler then contacted the personnel office and spoke with Ms. Connie
Reinking. Sadler told her, in essence, that he was having difficulty
with Tatem and that he was considering disciplinary action. Reinking
suggested that Sadler talk with Tatem, inform him that disciplinary
action was planned and give him his rights to have a union
representative. While Sadler maintains in his deposition that Cason was
in the January 30, 1981 meeting as Tatem's union representative he
obviously was not sure what Cason's position was at the time he talked
with Reinking. In a subsequent meeting with Ms. Reinking, Labor
Relations Specialist Joseph Lee Griggs and Lt. William Russell,
Officer-In-Charge of the Commissary, the January 30, 1980 incident was
discussed. It was then discovered that Tatem had been issued a letter
of reprimand for a safety violation in February 1978. Griggs
recommended, based on the fact that this was a second violation within a
2-year period, that Tatem be suspended for three days. /5/
Per instructions Sadler submitted a disciplinary form on February 14,
1980 which stated that on "1-30-80" Tatem was "not wearing safety
equipment when required to wear it, safety toe shoes-- was wearing a
type of tennis shoes." Another form indicated that an informal
discussion with Tatem was held on "1-30-80 and 2-27".
Since Sadler could not recall whether he had told Tatem that he
planned disciplinary action and was not certain that Cason was there as
the union representative Reinking suggested that he hold another meeting
with the same people present and explain what he was planning to Tatem.
Although Cason and Tatem did not testify concerning such a meeting
Sadler submitted the informal discussion slip referred to infra to
Reinking. /6/ Tatem, however, did testify that he heard no more from
Sadler concerning the incident. In any event, I find that whether a
second meeting was held is irrelevant since this meeting was allegedly
held only to correct an oversight concerning union representation.
After Sadler told Reinking that the second meeting had been held she
prepared a proposed suspension letter based on the January 30 incident.
The letter was prepared for Lt. Russel's signature. This suspension
letter was the issue of March 10, 1980.
On March 12, 1980, Tatem and others were interviewed by an agent from
the Federal Labor Relations Authority, Region 3 at the worksite in
connection with Case No. 3-CA-493. On March 13, 1980, Tatem received
the notice of proposed suspension. On March 29, 1980, Tatem received a
final notice of decision to suspend him for three days from April 23,
1980 through April 25, 1980.
The record shows a long standing feud between Tatem and Sadler with
which most of those who testified were familiar. Sadler was also
involved in the 1978 disciplinary action against Tatem. Cason states
"it seemed like Sadler had something personal against Mr. Tatem before
he even came over to the Oceana place." Labor Relation Specialist Griggs
also confirmed that he was aware that personal problems existed between
the two.
Discussion and Conclusions
Section 7116(a)(4) makes it an unfair labor practice to "discipline
or otherwise discriminate against an employee because the employee has
filed a complaint, affidavit, or petition, or has given any information
or testimony under this chapter." The General Counsel contends that the
filing of a charge is encompassed within the meaning of this section and
that the discriminatee, Tatem was disciplined because of several charges
filed on his behalf by the Union. I agree with the General Counsel that
if Tatem was disciplined because he filed charges with the Authority
such conduct would violate the Statute.
Respondent asserts that Mr. Tatem was suspended for cause, without
regard for his giving information under the Statute. In defense it
urges that Tatem was a frequent offender against the requirement to wear
safety equipment; and his failure to observe this requirement on
January 30, 1980, after having been warned on several occasions, left it
with no other recourse other than to impose disciplinary action against
him in an effort to correct his behavior and maintain the morale of
other employees.
The record clearly demonstrates that Tatem was a chronic violator of
the safety standards, but so was almost every other meat cutter in the
shop. Tatem's conduct and that of other employees was tolerated without
disciplinary action until the union began filing charges on Tatem's
behalf. Furthermore, the record clearly establishes that such
violations as the one for which Tatem was suspended occurred on a
regular basis even after the January 30, 1980 counseling session and not
one single employee at the shop except Tatem was ever disciplined.
There is also very little support on the record to justify respondent's
feeling that Tatem did not "heed" the advice or warning of supervisors
or that he was a disruptive employee.
While the procedural aspects of the suspension are not questions, it
is clear that inconsistencies exist as to what actually occurred and the
real reason for Tatem's discipline. At the hearing, Labor Relations
Specialist Griggs admitted had he known the entire story that he might
have "second thoughts about the matter."
In my view the General Counsel made a prima facie showing that Tatem
had engaged in protected activity and that this conduct was a motivating
factor in Sadler's decision to recommend a suspension. Cf. Internal
Revenue Service, 6 FLRA No. 23 (1981). Here the union had filed several
charges in Tatem's behalf, albeit at least one of the charges was
withdrawn. Sadler was named in at least one of the charges which
involved his having an altercation with Tatem about a hair net. Shortly
after the filing of the second charge Sadler decided to discipline
Tatem, although he allegedly did not know what form the discipline would
take. The discipline involved a suspension for violation of safety
standards which had been committed with frequency by almost every other
employee in the meat cutting shop without disciplinary action, both
before and after Tatem's suspension action was initiated. Moreover,
respondent and Sadler were aware of the filing of charges at the time
discipline was proposed. Thus, although Sadler had repeatedly warned
Tatem and other employees to adhere to safety standards, no disciplinary
action was taken until after Tatem's unfair labor practice charges had
been filed. In such circumstances, the disparate treatment of Tatem
must be refuted.
The burden thus shifts to respondent to establish by a preponderance
of the evidence that its decision to suspend Tatem would have been the
same even in the absence of unfair labor practice charges being filed on
his behalf. Respondent vigorously defends its disciplinary system and
its decision to suspend Tatem because of a second violation but, offered
little evidence with respect to employee discipline for similar
violations in the meat cutting shop. Such lack of evidence leaves the
Tatem incident standing in isolation. What is in question here is
Sadler's motivation for recommending any disciplinary action for Tatem
notwithstanding the fact that he had never suggested discipline for
other employees who regularly committed the identical safety violations
for which Tatem was charged and that even Tatem's conduct was tolerated
until he filed charges with the Authority. Without doubt Tatem had some
personal problems with Sadler. Further, Sadler was party to the earlier
reprimand of Tatem for failure to wear a safety vest. As Sadler
testified in his deposition he was completely frustrated with Tatem and
a part of that frustration, as the record demonstrates, was Tatem's
unfair labor practice charge filed with the Authority when Sadler
approached him concerning wearing a "hair net," another safety feature.
As already stated, Sadler and Tatem had been at odds for years and
Tatem had been reprimanded on at least one other occasion. Oddly enough
others committed the same violations without discipline, so the question
is promptly raised, why Tatem?
The sessions Sadler held with agency management are illuminating and
form the basis for credibility findings contrary to respondent's
position. Sadler was not entirely candid in his dealings with
management employees Griggs, Reinking and Russell whose decision to
suspend was influenced by Sadler's input. In my view, had the entire
matter been revealed at these sessions and properly taken into
consideration, Tatem would not have been suspended. First, Sadler was
aware of disciplinary procedures contrary to what he relayed to Reinking
since he had previously been involved in a reprimand of Tatem. Second,
Sadler was not certain what action had been taken in the January 30
meeting with Tatem and Cason which is made clear by his initial contact
with Reinking. Third, the timing of discipline, shortly after a second
charge was filed lends credence to the proposition that had Tatem not
filed charges he would not have been disciplined. Fourth, as is
repeatedly shown in the record safety violations occurred on what
appeared to be a daily basis by most employees without discipline.
Fifth, Sadler's attempt to document Tatem's safety violation and the
absence of such records for any other meat cutting employees. And,
finally, there is no showing that Tatem was a disruptive force or had
made problems among other employees by violating safety standards. In
all these circumstances, the conclusion that Sadler took action against
Tatem because he had filed a charge is inescapable.
In light of the foregoing, it is found that respondent did not rebut
by a preponderance of the evidence that General Counsel's position that
Tatem was suspended in violation of section 7116(a)(1) and (4) of the
Statute. Accordingly, it is found that Respondent's suspension of Tatem
was unlawful in that it was based, at least in part, on union
considerations and had agency management known the entire story Tatem
would not have been suspended.
Having found that respondent violated section 7116(a)(1) and (4) of
the Statute, it is recommended that the Authority adopt the following
order. /7/
ORDER
Pursuant to 5 U.S.C. 7118(a)(7) and section 2423.27 of the Final
Rules and Regulations of the Federal Labor Relations Authority, U.S.
Fed. Reg. 3482, 3510 (1980), it is hereby ordered that Department of the
Navy, Navy Resale System, Field Support Office, Commissary Store Group,
Norfolk, Virginia, shall:
1. Cease and desist from;
(a) Suspending without pay employee William J. Tatem based on
his participation in the filing of unfair labor practice charges,
with the Federal Labor Relations Authority, and his giving
information in connection with those charges.
(b) In any like or related manner interfering with,
restraining, or coercing any employee in the exercise of any right
assured by the Federal Service Labor-Management Relations Statute.
2. Take the following affirmative action designed and found
necessary to effectuate the policies of the Statute:
(a) Make whole employee William J. Tatem for the pay lost
during his suspension of April 23, 24 and 25, 1980.
(b) Remove the suspension record of March 28, 1980 from the
personnel file of employee William J. Tatem.
(c) Post at its Department of the Navy, Navy Resale System,
Field Support Office, Commissary Store Group, Norfolk, Virginia,
copies of the attached notice marked "Appendix." Copies of said
notice, to be furnished by the Regional Director for Region 4,
after being signed by an authorized representative, shall be
posted by it immediately upon receipt thereof, and thereafter, in
conspicuous places, including all places where notices to
employees are customarily posted. Reasonable steps shall be taken
to insure said notices are not altered, defaced, or covered by any
other material.
(d) Notify the Regional Director for Region 4, in writing,
within 30 days from the date of this order, what steps it had
taken to comply herewith.
ELI NASH, JR.
Administrative Law Judge
Dated: January 7, 1982
Washington, D.C.
APPENDIX
NOTICE TO ALL EMPLOYEES
PURSUANT TO A DECISION AND ORDER OF THE FEDERAL LABOR
RELATIONS
AUTHORITY AND IN ORDER TO EFFECTUATE THE POLICIES OF CHAPTER 71
OF TITLE
5 OF THE UNITED STATES CODE FEDERAL SERVICE LABOR-MANAGEMENT
RELATIONS
We hereby notify our employees that:
WE WILL NOT suspend without pay William J. Tatem based on his
participation in the filing of unfair labor practice charges with the
Federal Labor Relations Authority, and his giving information in
connection with those charges.
WE WILL NOT interfere with, restrain, or coerce any employee in the
exercise of any right assured by the Federal Labor-Management Relations
Statute.
WE WILL make employee William J. Tatem whole for any loss of pay
suffered by his suspension of April 23, 24 and 25, 1980.
WE WILL remove from the personnel file of employee William J. Tatem
the disciplinary action of March 28, 1980.
(Agency or Activity)
Dated: By: (Signature)
This notice mus