Strike Misconduct May Justify Denial of Reinstatement
In Clear Pine Mouldings, Inc. (1984) 268 NLRB 1044, the NLRB itself adopted the standard employed by the Third Circuit, concluding that striking workers' conduct may justify denial of reinstatement if, " ' "under the circumstances existing, it may reasonably tend to coerce or intimidate employees in the exercise of rights protected under the [National Labor Relations Act." ' " ( Clear Pine Mouldings, Inc., supra, 268 NLRB at p. 1046, quoting N. L. R. B. v. W. C. McQuaide, Inc., supra, 552 F.2d at p. 528; see also Mohawk Liqueur Co. (1990) 300 NLRB 1075 [Clear Pine standard is objective, requiring no actual coercive effect or intimidation.) the First, Fourth, Sixth, Seventh, Eighth, Tenth, and District of Columbia Circuits have also followed this test, holding that strike misconduct is "serious" (thereby justifying dismissal or denial of reinstatement) if "it reasonably tends to coerce or intimidate" nonstriking workers.
(Richmond Recording Corp. v. N.L.R.B. (7th Cir. 1987) 836 F.2d 289, 295; Associated Grocers of New England v. N. L. R. B. (1st Cir. 1977) 562 F.2d 1333, 1336; Newport News Shipbuilding & Dry Dock v. N.L.R.B. (4th Cir. 1984) 738 F.2d 1404, 1408, fn. 6; Teledyne Industries, Inc. v. N.L.R.B. (6th Cir. 1990) 911 F.2d 1214, 1222; NMC Finishing v. N.L.R.B. (8th Cir. 1996) 101 F.3d 528, 531; Medite of New Mexico, Inc. v. N.L.R.B. (10th Cir.1995) 72 F.3d 780, 790; General Indus. Emp. Union Local 42 v. N.L.R.B. (D.C. Cir. 1991) 951 F.2d 1308, 1314.)