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V. UNPAID AND PAID STAFF SHARE A CO MMUNITY OF INTEREST AND ARE
APPROPRIATELY INCLUDED IN THE EXISTING UNIT
Having established that "unpaid staff" are employees under the Act if the Hearing
Officer fails to grant the Union's MoTion to Dismiss and entertains the instant petitions,
the question remains as to whether paid and unpaid staff share a sufficient community of
interest to be included in a single bargaining unit. The Board distinguishes between an
employee's status as "an employee" and his or her status with respect to the appropriate
bargaining unit. Critical to that determination is whether employees in the unit share a
community of interest. Oak Apparel-Inc., 218 NLRB 701 (1975). The considerations
relevant to this determination include:
(1) integration of operations, (2) centralization of managerial and administrative
control, (3) geographic proximity, (4) similarity of working conditions, skill, and
functions, (5) common control over labor relations, (6) collective bargaining history,
and (7) interchangeability of employees.
N.L.R.B. v. Paper Manufacturers Co., 786 F.2d 163, 167 (3d Cir. 1986). All of the
above listed factors are identical for the paid staff and the unpaid staff in the existing
bargaining unit.
A. Collective bargaining history and common control over labor relations
The Board will not clarify a bargaining unit to interfere with or change a long term
collective bargaining history absent "recent, substantial changes in their operations
or other compelling circumstances." Batesville Casket Co., 283 NLRB 795, 797 (1987)(emphasis in
the original). In Batesville Casket Co., the Board refused to clarify an existing two-company
single unit into separate units. The single unit had been in existence for many years without
substantial change prior to the filing of the petition. The Board emphasized that any changes
must be recent. In the instant case, there have been no changes whatsoever in the composition
of the unit over the
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