Sun Company Vs Nlb Case Summary

The National Labor Relations Board (NLRB) is the first stop in an unfair labor practice dispute between an employer and a union. What happens when the NLRB is wrong in their judgment, or one of the parties needs further clarification? The next stop would be an appeals court, and Baltimore Sun Company v. NLRB is an example of this conflict.
Case Summary
In 1996, the Baltimore Sun Company (Balt. Sun Co., Company, Petitioner) and the Washington-Baltimore Newspaper Guild (Union, respondent-intervenor) were renegotiating the collective bargaining agreement for the Union members working for the Petitioner (Balt. Sun Co. v. NLRB, 2001). Balt. Sun Co. is a newspaper publisher and distributor in the Baltimore and Washington, D.C. area. “For more than 50 years, the [Union]…has served as the collective bargaining representative for all of the non-managerial news and editorial employees of the Company” (Balt. Sun Co. v. NLRB, 2001, para. 5). However, some employees of the Company are represented by separate unions, and other employees have no representation at all.
Balt. Sun Co. was developing the SunSpot; a website division that posts articles from the newspaper to the Internet during the

Since this power is taken away from the group, the NLRB typically reserves this allocation for cases where the employees’ desires are straightforward. Unfortunately, in the Balt. Sun Co. v. NLRB case the decision created controversy where the Court of Appeals needed to intervene to make a decision. Balt. Sun Co. v. NLRB has merit because the Union had no evidence the SunSpot division met the criteria for accretion of the parent bargaining unit. Furthermore, the Union could not claim their representation is the norm at Balt. Sun Co. because other divisions had separate union representation, and some employees were not represented by a union at