3H Service System, Inc.

National Labor Relations Board - Board Decisions

Jul 9, 2020

369 N.L.R.B. 116 (N.L.R.B. 2020)

369 NLRB No. 116
NOTICE: This opinion is subject to formal revision before publication in the
bound volumes of NLRB decisions. Readers are requested to notify the Ex-
ecutive Secretary, National Labor Relations Board, Washington, D.C.
20570, of any typographical or other formal errors so that corrections can
be included in the bound volumes.
3H Service System, Inc. and Local 32BJ, Service Em-
ployees International Union. Cases 22–CA–
236583 and 22–CA–248356
July 9, 2020
DECISION AND ORDER
BY CHAIRMAN RING AND MEMBERS KAPLAN
AND EMANUEL
The General Counsel seeks a default judgment in this
case on the ground that 3H Service System, Inc. (the Re-
spondent) has withdrawn its answer to the complaint.
Upon a charge filed by Local 32BJ, Service Employees
International Union (the Union) in Case 22–CA–236583
on February 25, 2019, and amended on April 4, May 23,
July 25, and August 15, 2019, and a charge filed by the
Union in Case 22–CA–248356 on September 16, 2019,
the General Counsel issued an order consolidating cases,
consolidated amended complaint, and notice of hearing on
December 18, 2019, against the Respondent, alleging that
it had violated Section 8(a)(5), (3), and (1) of the National
Labor Relations Act. On December 30, 2019, the Re-
spondent filed an answer to the complaint. However, on
January 29, 2020, the Respondent filed a motion to with-
draw its answer, and on January 31, 2020, the Regional
Director granted that motion.
On February 7, 2020, the General Counsel filed with the
National Labor Relations Board a Motion to Transfer Pro-
ceedings to the Board and for Default Judgment. On Feb-
ruary 13, 2020, the Board issued an order transferring the
proceeding to the Board and a Notice to Show Cause why
the motion should not be granted. The Respondent filed
no response. The allegations in the motion are therefore
undisputed.
Ruling on Motion for Default Judgment
Section 102.20 of the Board’s Rules and Regulations
provides that the allegations in a complaint shall be
deemed admitted if an answer is not filed within 14 days
from service of the complaint, unless good cause is shown.
In addition, the complaint affirmatively stated that unless
an answer was received by January 1, 2020, the Board
may find, pursuant to a motion for default judgment, that
the allegations in the complaint are true. Although the Re-
spondent filed an answer on December 30, 2019, it later
withdrew that answer. The withdrawal of an answer has
the same effect as a failure to file an answer, i.e., the
1 See Rock Technologies, Inc., 346 NLRB No. 68 (2006) (not reported
in Board volumes); Maislin Transport, 274 NLRB 529 (1985).
allegations in the complaint must be considered to be
true.1 Accordingly, based on the withdrawal of the Re-
spondent’s answer, we deem the allegations in the com-
plaint to be admitted as true, and grant the General Coun-
sel’s Motion for Default Judgment.
On the entire record, the Board makes the following
FINDINGS OF FACT
I. JURISDICTION
At all material times, the Respondent, a Georgia corpo-
ration with an office and place of business in Lincroft,
New Jersey, has been engaged in the provision of profes-
sional janitorial cleaning services to clients across the
United States.
In conducting its operations, annually the Respondent
has performed services valued in excess of $50,000 in
states other than the State of New Jersey. During the same
period, the Respondent purchased and received at its Lin-
croft, New Jersey facility goods and supplies valued in ex-
cess of $5000 directly from suppliers located outside the
State of New Jersey.
We find that the Respondent is an employer engaged in
commerce within the meaning of Section 2(2), (6), and (7)
of the Act, and that the Union is a labor organization
within the meaning of Section 2(5) of the Act.
II. ALLEGED UNFAIR LABOR PRACTICES
1. The following employees of the Respondent (the
unit) constitute an appropriate unit for the purpose of col-
lective bargaining within the meaning of Section 9(b) of
the Act:
All service employees employed in any facility in the
State of New Jersey, excluding commercial office build-
ings under 100,000 square feet, except that economic
terms and conditions for residential buildings, hospitals,
department stores, schools, charitable, educational and
religious institutions, race tracks, nursing homes, thea-
ters, hotels, shopping malls, golf courses, bowling al-
leys, warehouses, route work, bank branches and indus-
trial facilities shall be set forth in riders negotiated for
each location covered by this agreement.
2. From about January 1, 2016 to April 17, 2018, ISS
Facility Services, Inc. (ISS), predecessor employer to the
Respondent, was engaged in the operation of a profes-
sional janitorial company providing services to Brookdale
Community College, located at 765 Newman Springs
Road, Lincroft, New Jersey.
3. From about January 1, 2016 through April 17, 2018,
based on Section 9(a) of the Act, the Union had been the
DECISIONS OF THE NATIONAL LABOR RELATIONS BOARD2
exclusive collective-bargaining representative of the unit
employed by ISS.
4. From about January 1, 2016 through April 17, 2018,
ISS and the Union were parties to the New Jersey Con-
tractors Agreement (CBA), an areawide agreement which
covers the unit employees, and which would expire on De-
cember 31, 2019.
5. Sometime around April 17, 2018, the Respondent
was awarded a contract to perform the cleaning services
formerly performed by ISS at Brookdale Community Col-
lege and hired a majority of ISS’ unit employees.
6. At all times since about April 17, 2018, based on
Section 9(a) of the Act, the Union has been the exclusive
collective-bargaining representative of the unit employees
employed by the Respondent.
7. At all material times, the following individuals held
the positions set forth opposite their respective names and
have been agents of the Respondent within the meaning of
Section 2(13) of the Act:
Russ Wetherington - Director of Business Develop-
ment/Contracts
Grace Sims - Respondent’s Representative
Lynda Kim - Manager
Mike (last name unknown) - Manager
8. On April 18, 2018, the Respondent’s representative
Grace Sims signed a Memorandum of Understanding
agreeing to recognize the Union as the unit’s exclusive
collective-bargaining representative and to assume the
CBA in effect at that time between the Union and ISS.
9. (a) On September 24 and October 12, 2018, the Re-
spondent, in letters written by Russ Wetherington, advised
the Union that it would withdraw recognition effective
December 31, 2019.
(b) The conduct described in paragraph 9(a) was done
in the absence of evidence that the Union lacked majority
status.
10. Since about October 22, 2018, the Union, by Brent
Garren, Esq., requested in writing that the Respondent fur-
nish the Union with information necessary for it to resolve
2 The Union’s request sought the following documents:
1. A roster of all bargaining unit employees employed on the Brookdale
Community College account (“Employees”), including their names,
addresses, job classification, job assignment, social security number,
hours of work, present wage rate and hire date.
2. Payroll records for all Employees from the date 3H began operations
at the Brookdale account through the present date.
3 In the absence of a showing here of their potential or probable rele-
vance, we deny the General Counsel’s motion with respect to the
disputes arising under the collective-bargaining agree-
ment.2
11. With the exception of employee social security
numbers, the information requested by the Union, as de-
scribed above in paragraph 10, is necessary for, and rele-
vant to, the Union's performance of its duties as the exclu-
sive collective-bargaining representative of the unit.3
12. Since about October 24, 2018, the Respondent has
failed and refused to furnish the Union with the infor-
mation requested by it as described above in paragraph 10.
13. About October 22, 2018, the Union, by Brent Gar-
ren, Esq., requested in writing that the Respondent meet
and bargain with the Union, as the exclusive collective-
bargaining representative of the unit, concerning griev-
ances.
14. Since about October 22, 2018, the Respondent has
failed and refused to meet and bargain with the Union as
the exclusive collective-bargaining representative of the
unit employees.
15. About September 23, 2018, the Respondent reduced
employees’ pay through the reduction of their wage rate.
16. Since about August 2018, the Respondent excluded
certain employees from coverage of the collective-bar-
gaining agreement, thereby denying them health insur-
ance, paid time off, and other benefits.
17. Since about August 2018, the Respondent denied
employees vacation and holiday benefits by imposing a
one-year eligibility rule.
18. Since about December 2018, the Respondent, by
Manager Lynda Kim, bypassed the Union and dealt di-
rectly with its employees in the unit by entering into an
agreement settling a grievance.
19. Since about July, August 2019, the Respondent, by
Manager Mike (last name unknown), bypassed the Union
and dealt directly with its employees by announcing a rule
requiring employees to clock in and out for their lunch
meal break.
20. About September 23, 2018, the Respondent paid
employees it excluded from coverage of the collective-
bargaining agreement $ .50 more an hour than the union
employees.4
Respondent’s failure to provide social security numbers, and remand that
issue to the Region for further appropriate action. See Perkins Mgmt.
Services Co., 366 NLRB No. 130, slip op. at 2 (2018); Bookbinders Sea-
food House, Inc., 341 NLRB 14, 15 fn. 1 (2004)
4 The charge in Case 22–CA–326583 alleged that the Respondent
paid the employees excluded from the unit $ .50 more per hour than the
unit employees. The complaint added the word “cent” after this figure,
which we view as an inadvertent typographical error. We correct the
error.
3H SERVICE SYSTEM, INC. 3
21. About July 1, 2019, the Respondent failed to pro-
vide some or all of the wage increase due to employees
pursuant to the collective-bargaining agreement.
22. The subjects set forth above in paragraphs 15, 16,
17, 20 and 21 relate to wages, hours, and other terms and
conditions of employment of the unit and are mandatory
subjects for the purposes of collective bargaining.
23. The Respondent engaged in the conduct described
above in paragraphs 15, 16, 17, 20, and 21 without prior
notice to the Union and without affording the Union an
opportunity to bargain with the Respondent with respect
to this conduct.
CONCLUSIONS OF LAW
1. By the conduct described above in paragraphs 9, 12,
and 14 through 21, the Respondent has been failing and
refusing to bargain collectively with the exclusive collec-
tive-bargaining representative of its employees in viola-
tion of Section 8(a)(5) and (1) of the Act.5
2. The unfair labor practices of the Respondent de-
scribed above affect commerce within the meaning of Sec-
tion 2(6) and (7) of the Act.
REMEDY
Having found that the Respondent has engaged in cer-
tain unfair labor practices, we shall order it to cease and
desist and to take certain affirmative action designed to
effectuate the policies of the Act.
Having found that the Respondent has violated Section
8(a)(5) and (1) by failing and refusing to bargain collec-
tively with the Union, we shall order the Respondent, on
request, to meet and bargain with the Union as the exclu-
sive collective-bargaining representative of the unit em-
ployees with respect to wages, hours, and other terms and
conditions of employment and, if an understanding is
reached, to embody the understanding in a signed agree-
ment.
Having also found that the Respondent violated Section
8(a)(5) and (1) by bypassing the Union and dealing di-
rectly with employees and by implementing unilateral
changes in the terms and conditions of employment of unit
employees, we shall order the Respondent, on request, to
rescind the unlawful changes. In addition, we shall order
the Respondent, before implementing any changes in
wages, hours, and conditions of employment of unit em-
ployees, to notify and, on request, bargain with the Union
5 We find it unnecessary to pass on whether the Respondent’s grant
of a wage increase to employees whom it excluded from the unit also
violated Sec. 8(a)(3), as this additional finding would not materially af-
fect the remedy.
6 To the extent that an employee has made personal contributions to
a benefit or other fund that have been accepted by the fund in lieu of the
as the exclusive collective-bargaining representative of
unit employees.
We shall also order the Respondent to make the unit em-
ployees whole for any loss of earnings and other benefits
suffered as a result of the Respondent’s unlawful direct
dealings and unilateral changes, such amounts to be com-
puted in the manner set forth in Ogle Protection Service,
183 NLRB 682 (1970), enfd. 444 F.2d 502 (6th Cir. 1971),
with interest as prescribed in New Horizons, 283 NLRB
1173 (1987), compounded daily as prescribed in Kentucky
River Medical Center, 356 NLRB 6 (2010).
Having found that the Respondent unlawfully excluded
certain employees from the bargaining unit, thereby de-
priving them of health insurance, paid time off, and other
benefits, we shall additionally order the Respondent to
make the employees whole by making all contractually re-
quired benefit fund contributions that have not been made
since about August 2018, including any additional
amounts due to the funds in accordance with Merry-
weather Optical Co., 240 NLRB 1213, 1216 fn. 6 (1979).
The Respondent shall also reimburse the employees for
any expenses ensuing from its failure to make the required
contributions, as set forth in Kraft Plumbing & Heating,
252 NLRB 891, 891 fn. 2 (1980), enfd. 661 F.2d 940 (9th
Cir. 1981). Such amounts are to be computed in the man-
ner set forth in Ogle Protection Service, supra, with inter-
est as prescribed in New Horizons, supra, compounded
daily as prescribed in Kentucky River Medical Center, su-
pra.6
We shall order the Respondent to compensate the unit
employees for any adverse tax consequences of receiving
lump-sum backpay awards and to file a report with the Re-
gional Director for Region 22 allocating the backpay
award to the appropriate calendar years for each em-
ployee, in accordance with AdvoServ of New Jersey, Inc.,
363 NLRB No. 143 (2016).
Having further found that the Respondent has violated
Section 8(a)(5) and (1) by failing and refusing to furnish
the Union with certain information that is necessary and
relevant to the Union’s performance of its duties as the
exclusive collective-bargaining representative of the unit
employees, we shall order the Respondent to furnish to the
Union the information requested by the Union on October
22, 2018, with the exception of employees’ social security
numbers.
Respondent’s delinquent contributions during the period of the delin-
quency, the Respondent will reimburse the employee, but the amount of
such reimbursement will constitute a setoff to the amount that the Re-
spondent otherwise owes the fund.
DECISIONS OF THE NATIONAL LABOR RELATIONS BOARD4
In addition, we shall order the Respondent to implement
the temporary change in the Board’s standard notice-post-
ing remedy to adapt to the ongoing Coronavirus Disease
2019 (COVID-19) pandemic.7 The standard notice-post-
ing provision requires respondents to post copies of the
remedial notice within 14 days after the notice is served
on the respondent by the Regional Office. With so many
businesses closed due to the pandemic, however, this re-
quirement needs to be modified. It seems likely that many
respondents may be unable to comply with the standard
14-day posting deadline. Furthermore, even if the notice
could be posted in time, the whole point of the remedy will
be defeated if employees (or members in union-respond-
ent cases) are not present to read the notice. Accordingly,
for the time being, we will omit from the notice-posting
remedy the requirement that the notice be posted “within
14 days after service by the Region.” Instead, we will pro-
vide that the notice must be posted within 14 days after the
facility involved in the proceedings reopens and a substan-
tial complement of employees have returned to work, and
that it may not be posted until a substantial complement of
employees have returned. In addition, employers that cus-
tomarily communicate with their employees by electronic
means may not be doing so while their businesses remain
closed. Thus, any pandemic-related delay in the physical
posting of paper notices will also apply to electronic dis-
tribution of the notice. These changes do not apply to re-
spondents whose facilities remain open and staffed by a
substantial complement of employees despite the pan-
demic. When conditions warrant, we will reinstate the
standard language.
ORDER
The National Labor Relations Board orders that the Re-
spondent, 3H Service System, Inc., Lincroft, New Jersey,
its officers, agents, successors, and assigns, shall
1. Cease and desist from
(a) Failing and refusing to recognize and bargain with
Local 32BJ, Service Employees International Union (the
Union) as the exclusive collective-bargaining representa-
tive of the employees in the bargaining unit.
(b) Changing the terms and conditions of employment
of its unit employees without first notifying the Union and
giving it an opportunity to bargain.
(c) Bypassing the Union and dealing directly with unit
employees regarding grievances and terms and conditions
of employment.
(d) Refusing to bargain collectively with the Union by
failing and refusing to furnish it with requested
7 Danbury Ambulance Service, Inc., 369 NLRB No. 68 (2020). The
Board has broad discretionary authority under Sec. 10(c) of the Act to
fashion remedies that will best effectuate the policies of the Act, and
information that is relevant and necessary to the Union’s
performance of its functions as the collective-bargaining
representative of the Respondent’s unit employees.
(e) In any like or related manner interfering with, re-
straining, or coercing employees in the exercise of the
rights guaranteed them by Section 7 of the Act.
2. Take the following affirmative action necessary to
effectuate the policies of the Act.
(a) On request, bargain with the Union as the exclusive
collective-bargaining representative of the employees in
the following appropriate unit concerning terms and con-
ditions of employment and, if an understanding is reached,
embody the understanding in a signed agreement:
All service employees employed in any facility in the
State of New Jersey, excluding commercial office build-
ings under 100,000 square feet, except that economic
terms and conditions for residential buildings, hospitals,
department stores, schools, charitable, educational and
religious institutions, race tracks, nursing homes, thea-
ters, hotels, shopping malls, golf courses, bowling al-
leys, warehouses, route work, bank branches and indus-
trial facilities shall be set forth in riders negotiated for
each location covered by this agreement.
(b) Before implementing any changes in wages, hours,
or other terms and conditions of employment of unit em-
ployees, notify and, on request, bargain with the Union as
the exclusive collective-bargaining representative of em-
ployees in the bargaining unit.
(c) On request, rescind the changes in the terms and
conditions of employment for its unit employees that were
unilaterally implemented in about August and December
2018 and July, August 2019, and on about September 23,
2018, and July 1, 2019.
(d) Make whole the unit employees for any loss of earn-
ings and other benefits suffered as a result of the Respond-
ent’s unlawful unilateral changes in the unit employees’
terms and conditions of employment made in about Au-
gust 2018 and on about September 23, 2018, and July 1,
2019, with interest, in the manner set forth in the remedy
section of this decision.
(e) Make whole the unit employees for any loss of earn-
ings and other benefits suffered as a result of the Respond-
ent’s direct dealing with employees since about December
2018 and July, August 2019, with interest, in the manner
set forth in the remedy section of this decision.
(f) Reimburse the unit employees for any expenses en-
suing from the Respondent’s unilateral denial of health
remedial matters are traditionally within the Board’s province and may
be addressed sua sponte. Indian Hills Care Center, 321 NLRB 144, 144
fn. 3 (1996).
3H SERVICE SYSTEM, INC. 5
insurance coverage/benefits since about August 2018,
with interest, as set forth in the remedy section of this de-
cision.
(g) Make all contractually required benefit contribu-
tions that have not been made to any unit employee benefit
funds since about August 2018, if any, including any ad-
ditional amounts due any such funds, and reimburse unit
employees for any expenses ensuing from its failure to
make such payments, with interest, in the manner set forth
in the remedy section of this decision.
(h) Compensate affected employees for the adverse tax
consequences, if any, of receiving lump-sum backpay
award(s), and file with the Regional Director for Region
22, within 21 days of the date the amount of backpay is
fixed, either by agreement or Board order, a report allocat-
ing the backpay award(s) to the appropriate calendar
year(s) for each employee.
(i) Furnish to the Union in a timely manner the infor-
mation requested by the Union on October 22, 2018, with
the exception of employees’ social security numbers.
(j) Preserve and, within 14 days of a request, or such
additional time as the Regional Director may allow for
good cause shown, provide at a reasonable place desig-
nated by the Board or its agents, all payroll records, social
security payment records, timecards, personnel records
and reports, and all other records, including an electronic
copy of such records if stored in electronic form, neces-
sary to analyze the amount of backpay due under the terms
of this Order.
(k) Post at its Lincroft, New Jersey facility copies of the
attached notice marked “Appendix.”8 Copies of the no-
tice, on forms provided by the Regional Director for Re-
gion 22, after being signed by the Respondent’s author-
ized representative, shall be posted by the Respondent and
maintained for 60 consecutive days in conspicuous places,
including all places where notices to employees are cus-
tomarily posted. In addition to physical posting of paper
notices, notices shall be distributed electronically, such as
by email, posting on an intranet or an internet site, and/or
other electronic means, if the Respondent customarily
communicates with its employees by such means. Rea-
sonable steps shall be taken by the Respondent to ensure
that the notices are not altered, defaced, or covered by any
other material. If the Respondent has gone out of business
or closed the facility involved in these proceedings, the
8 If the facility involved in these proceedings is open and staffed by a
substantial complement of employees, the notices must be posted within
14 days after service by the Region. If the facility involved in these pro-
ceedings is closed due to the Coronavirus Disease 2019 (COVID-19)
pandemic, the notices must be posted within 14 days after the facility
reopens and a substantial complement of employees have returned to
work, and the notices may not be posted until a substantial complement
of employees have returned to work. Any delay in the physical posting
Respondent shall duplicate and mail, at its own expense, a
copy of the notice to all current employees and former em-
ployees employed by the Respondent at any time since
August 1, 2018.
(l) Within 21 days after service by the Region, file with
the Regional Director for Region 22 a sworn certification
of a responsible official on a form provided by the Region
attesting to the steps that the Respondent has taken to com-
ply.
Dated, Washington, D.C. July 9, 2020
John F. Ring, Chairman
Marvin E. Kaplan, Member
William J. Emanuel, Member
(SEAL) NATIONAL LABOR RELATIONS BOARD
APPENDIX
NOTICE TO EMPLOYEES
POSTED BY ORDER OF THE
NATIONAL LABOR RELATIONS BOARD
An Agency of the United States Government
The National Labor Relations Board has found that we vio-
lated Federal labor law and has ordered us to post and obey
this notice.
FEDERAL LAW GIVES YOU THE RIGHT TO
Form, join, or assist a union
Choose representatives to bargain with us on your
behalf
Act together with other employees for your bene-
fit and protection
Choose not to engage in any of these protected ac-
tivities.
of paper notices also applies to the electronic distribution of the notice if
the Respondent customarily communicates with its employees by elec-
tronic means. If this Order is enforced by a judgment of a United States
court of appeals, the words in the notice reading “Posted by Order of the
National Labor Relations Board” shall read “Posted Pursuant to a Judg-
ment of the United States Court of Appeals Enforcing an Order of the
National Labor Relations Board.”
DECISIONS OF THE NATIONAL LABOR RELATIONS BOARD6
WE WILL NOT fail and refuse to recognize and bargain
with Local 32BJ, Service Employees International Union
(the Union) as the exclusive collective-bargaining repre-
sentative of our employees in the bargaining unit.
WE WILL NOT change your terms and conditions of em-
ployment, including but not limited to your pay, wage rate,
health insurance, paid time off, vacation, and holiday ben-
efits, without first notifying the Union and giving it an op-
portunity to bargain.
WE WILL NOT bypass the Union and deal directly with
unit employees regarding grievances and terms and con-
ditions of employment.
WE WILL NOT refuse to bargain collectively with the Un-
ion by failing and refusing to furnish it with requested in-
formation that is relevant and necessary to the Union’s
performance of its functions as the collective-bargaining
representative of our unit employees.
WE WILL NOT discriminate against employees based on
their union-represented status.
WE WILL NOT in any like or related manner interfere
with, restrain, or coerce you in the exercise of the rights
listed above.
WE WILL, on request, bargain with the Union as the ex-
clusive collective-bargaining representative of our em-
ployees in the following appropriate unit concerning terms
and conditions of employment and, if an understanding is
reached, embody the understanding in a signed agreement:
All service employees employed in any facility in the
State of New Jersey, excluding commercial office build-
ings under 100,000 square feet, except that economic
terms and conditions for residential buildings, hospitals,
department stores, schools, charitable, educational and
religious institutions, race tracks, nursing homes, thea-
ters, hotels, shopping malls, golf courses, bowling al-
leys, warehouses, route work, bank branches and indus-
trial facilities shall be set forth in riders negotiated for
each location covered by this agreement.
WE WILL, before implementing any changes in wages,
hours, or other terms and conditions of employment of
unit employees, notify and, on request, bargain with the
Union as the exclusive collective-bargaining representa-
tive of our employees in the bargaining unit.
WE WILL, on request by the Union, rescind the changes
in the terms and conditions of employment for our unit
employees that were unilaterally implemented in about
August and December 2018 and July, August 2019, and
on about September 23, 2018, and July 1, 2019.
WE WILL make our unit employees whole for any loss
of earnings and other benefits suffered as a result of our
unlawful unilateral changes in our unit employees’ terms
and conditions of employment made in about August and
December 2018, and July, August 2019, and on about Sep-
tember 23, 2018, and July 1, 2019, plus interest.
WE WILL make our unit employees whole for any loss
of earnings and other benefits suffered as a result of our
direct dealing with employees since about December 2018
and July, August 2019, with interest, in the manner set
forth in the remedy section of this decision.
WE WILL reimburse you for any expenses ensuing from
our unilateral denial of your health insurance cover-
age/benefits since about August 2018, plus interest.
WE WILL make all contractually required benefit fund
contributions that we have failed to make since about Au-
gust 2018, if any, including any additional amounts due
any such funds, and WE WILL reimburse our unit employ-
ees for any expenses ensuing from our failure to make
such payments, plus interest.
WE WILL compensate affected employees for the ad-
verse tax consequences, if any, of receiving lump-sum
backpay award(s), and WE WILL file with the Regional Di-
rector for Region 22, within 21 days of the date the amount
of backpay is fixed, either by agreement or Board order, a
report allocating the backpay award(s) to the appropriate
calendar year(s) for each employee.
WE WILL furnish to the Union in a timely manner the
information it requested on October 22, 2018, with the ex-
ception of employees’ social security numbers.
3H SERVICE SYSTEM, INC.
The Board’s decision can be found at www.nlrb.gov/case/22-
CA-236583 or by using the QR code below. Alternatively,
you can obtain a copy of the decision from the Executive Sec-
retary, National Labor Relations Board, 1015 Half Street,
S.E., Washington, D.C. 20570, or by calling (202) 273-1940.