Good Samaritan Medical Center v. National Labor Relations Board

The First Circuit declined enforcement of the National Labor Relations Board’s (NLRB) order requiring 1199 SEIU United Healthcare Workers East (the Union) and Good Samaritan Medical Center to reinstate Camille Legley with back pay and rescind a workplace civility policy, holding that there was not substantial evidence on the record as a whole that Legley was discharged because of his protected conduct.Legley, a probationary employee hired by Good Samaritan, questioned a union delegate’s alleged remark during an orientation training that he had to join the Union in order to work at Good Samaritan. Good Samaritan terminated Legley’s employment the following day, claiming that Legley’s conduct had violated its civility policy. The NLRB found that the Union caused Good Samaritan to discharge Legally because of his protected conduct. In denying enforcement of the NLRB’s order the First Circuit held that the NLRB’s decision ignored a portion of the record and could not survive review under the substantial evidence standard. View "Good Samaritan Medical Center v. National Labor Relations Board" on Justia Law