In these cases, the Third Circuit Court of Appeals enforced the NLRB’s orders (1) sustaining charges brought by 1199 SEIU that the employer unlawfully recognized a company union that lacked majority support, rejecting the employer’s defense that the charge, filed more than six months after the recognition, was time-barred because the recognition was fraudulently concealed; (2) requiring the employer to reimburse employees for the “union” dues deducted from their paychecks pursuant to the unlawful bargaining agreement with the company union; and (3) finding that the employer had unlawfully packed the bargaining unit just prior to a representation election by fraudulently hiring 40 illegitimate “employees” to thwart an 1199 SEIU victory, voiding the ballots of the phony workers, and hence certifying 1199 SEIU as the exclusive collective bargaining representative.
NLRB v. Regency Grande Nursing and Rehab. Ctr.,
265 F. App’x 74 (3d Cir. 2008), enforcing 347 N.L.R.B. 1143 (2006);
Regency Grande Nursing and Rehab. Ctr. v. NLRB,
2011 WL 3488995 (3d Cir. Aug. 10, 2011), enforcing 355 N.L.R.B. No. 99 (2010); and
NLRB v. Regency Grande Nursing and Rehab. Ctr.,
2012 WL 463999 (3d Cir. Feb. 14, 2012), enforcing 356 N.L.R.B. No. 146 (2011)
