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ECS Roofing Professionals, Inc. and Laborers International Union of North America, Local 1.

ECS Roofing Professionals, Inc. and Laborers International Union of North America, Local 1 filed an unfair labor practice charge against the company, alleging unilateral changes to employment terms without good faith. The Union argued that the company violated the National Labor Relations Act and refused to provide requested information. The dispute led to an agreement to post notice copies of forms in conspicuous places for 60 consecutive days. The company was ordered to cease and take affirmative action to enforce Act policies. As a result, the National Labor Relations Board (NLRB) has ordered ECS Roofing Professionals to post and obey a notice as a penalty for violating Federal labor law. The notice aims to ensure accountability and protect employees’ rights. The company and employees engaged in collective bargaining to address employment terms and conditions. The negotiation process allowed for clarification of positions, exchange of proposals, and identification of common ground, ultimately leading to a resolution of the conflict.

Nature of the Conflict

Conflict between Laborers International Union of North America, Local One, and ECS Roofing Professionals, Inc. started when the Union accused the employer of unfair labor practices. The Union claimed that the business arbitrarily altered the terms and conditions of employment without giving prior notice or engaging in sincere negotiations. The report, for instance, claims that the Respondent obstructed the union representatives’ demonstration on a public parkway close to its facility by instructing them to move and making up the claim that they were on private property.

In addition, the Respondent has been violating Section 8(a)(1) of the Act by interfering with, detaining, and coercing employees in the enjoyment of the rights protected in Section 7 of the Act. According to Sections 2(6) and (7) of the Act, the Respondent’s unfair labor practices have an impact on commerce. Because the Respondent did not respond to the complaint, the Board approved the General Counsel’s Motion for Default Judgment. The Board determined that the Respondent had engaged in interference with union representatives’ demonstrations on a public parkway outside the Respondent’s facility by, among other things, erecting physical barriers in their path, directing them to move, and feigning to be on private property, contacting the fire department and convincing a city official to paint a fire lane on public property, and prompting the police to issue parking citations to the union demonstrators for parking in the newly created fire lane; issuing threats to the union demonstrators; and monitoring the union demonstrators with photographs.

Negotiation Process

The focal point of the negotiation matters in this particular case pertains to the purported independent modifications made by the corporation to the terms and conditions governing employment. The Union contended that the corporation had contravened the National Labor Relations Act (NLRA) by implementing modifications without engaging in genuine negotiations. Additionally, the Union asserted that the corporation declined to furnish the needed information throughout the negotiation procedure. In light of the concern above, it was mutually decided that copies of the notice, as provided by the Regional Director for Region 13, would be posted and upheld by the Respondent for a continuous period of 60 days in prominent locations, including areas where employee notifications are typically displayed.

Furthermore, alongside the traditional method of physically posting paper notices, it is recommended that notices be disseminated electronically using channels such as email, posting on an intranet or internet site, and other electronic platforms, provided that the Respondent typically employs these modes of communication with its employees. The Respondent is obligated to take appropriate measures to prevent the alteration, defacement, or covering of the notifications. In the event that the Respondent has ceased operations or shut down the relevant facility pertaining to these proceedings, the Respondent is required to replicate and dispatch, at its own cost, a duplicate of the notice to all present and past employees whom the Respondent has employed at any point from July 26, 2022, onwards. Additionally, it is required that within 21 days following the service by the Region, the Respondent must submit a sworn certification to the Regional Director for Region 13. A responsible person should complete this certification, and it must be submitted on a designated form provided by the Region. The purpose of this certification is to affirm the actions taken by the Respondent in order to achieve compliance.

Eventual Outcome of the Case.

The final result was that after determining that the Respondent had committed specific unfair labor practices, we would issue an order for them to stop these actions and to implement specified proactive measures aimed at achieving the objectives of the Act. In light of the discovery above, it has been determined that the Respondent has contravened Section 8(a)(1) by contacting law enforcement and instigating the issuance of parking citations to the union representatives engaged in the demonstration on August 18 and 19, 2022. The court ruling also mandated that the Respondent compensate the Union for all fines, court costs, and legal expenses it had accrued due to the parking citations. The interest on this reimbursement should be calculated at the rate specified in the New Horizons case (283 NLRB 1173, 1987) and compounded daily as outlined in the Kentucky River Medical Center case (356 NLRB 6, 2010).

Following the directives above, the ultimate result of the proceedings above was the issuance of a complaint by the National Labor Relations Board (NLRB) against ECS Roofing Professionals, Inc. A hearing before an administrative law judge was scheduled for the matter. Prior to the commencement of the hearing, the involved parties successfully reached a mutually agreed-upon settlement agreement. In accordance with the settlement agreement, the corporation has committed to refraining from making any additional modifications to the terms and conditions of employment without engaging in negotiations with the Union. Additionally, the corporation has consented to furnishing the material that was requested by the Union and disseminating a notice to employees, therefore apprising them of their rights as stipulated by the National Labor Relations Act (NLRA).

The National Labor Relations Board determined that there were violations of Federal labor law. Subsequently, it issued an order for ECS Roofing Professionals to promptly post and comply with a notice as a punitive measure for their acts. Unfair labor practices commonly encompass behaviors such as impeding employees’ rights to join or establish a labor union, exerting undue influence or coercion on employees in the exercise of their rights, or displaying a lack of sincere engagement in negotiations with the employees’ selected representative. Hence, the decision rendered by the National Labor Relations Board (NLRB) in this particular case signifies a comprehensive assessment of the available information, leading to the determination that ECS Roofing Professionals, Inc. has indeed contravened Federal labor legislation. The National Labor Relations Board (NLRB) seeks to promote accountability for the company’s activities and safeguard employees’ rights under the law by mandating the posting and adherence to the notice. This notification functions as a reminder to both the organization and its employees concerning their rights and obligations pertaining to labor relations.

Form of Conflict Present and How the Negotiation Process

A labor dispute between the employer, ECS Roofing Professionals, Inc., and the Union, Laborers International Union of North America, Local 1, is the type of conflict that exists in this case. Due to the employer’s apparent refusal to acknowledge and engage in negotiations with the Union as the employees’ agent, the Union had filed charges of unfair labor practices against them. Through the negotiation process, the employer and the Union were able to debate and reach a consensus on a number of issues, which helped to end the disagreement. The parties bargained collectively as part of the negotiating process, discussing terms and conditions of employment like pay, working hours, and grievance procedures. The parties were able to make their respective stances and concerns clear during the negotiating process. They engaged in a give-and-take dialogue by exchanging ideas and counterproposals. The parties were also able to pinpoint places of agreement and disagreement during the negotiating process. Conflict resolution resulted from the negotiating procedure in the end. In order to resolve the Union’s primary complaint, the employer consented to recognize and engage in negotiations with the Union. In order to determine the terms and conditions of employment for the workers the Union represents, the parties were able to come to a collective bargaining agreement.


From the care process, it is clear that legal protection of employees’ rights to collective bargaining protects trade from harm, detriment, or interruption. It also fosters trade by eliminating some known sources of industrial conflict and unrest, promoting procedures essential to amicably resolving disputes over wages, hours, or other working conditions, and re-establishing the balance of bargaining power between employers and employees. Through strikes and other forms of industrial unrest or through concerted activities that impair the interest of the public in the free flow of such commerce, experience has further demonstrated that certain practices by some labor organizations, their officers, and members have the intent or the necessary effect of burdening or obstructing commerce. The assurance of the rights herein guaranteed requires the abolition of such practices.


ECS Roofing Professionals, Inc. and Laborers International Union of North America, Local 1. Case 13–CA–301694 desc/case-docket-activity/document/10


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