No. 88-5350.United States Court of Appeals, Eighth Circuit.Submitted May 8, 1989.
Decided December 13, 1989.
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Richard S. Edelman, Washington, D.C., for appellants.
Barry McGrath, Minneapolis, Minn., for appellee.
Appeal from the United States District Court for the District of Minnesota.
Before LAY, Chief Judge, HENLEY, Senior Circuit Judge, and BEAM, Circuit Judge.
LAY, Chief Judge.
[1] This is a suit seeking declaratory and injunctive relief to require national bargaining[1] over the proposed modification of health and welfare benefits between eleven rail unions and Soo Line Railroad Company. The district court[2] granted summary judgment in favor of the railroad, and the unions appeal. We affirm. [2] Background[3] In early 1984, the unions, pursuant to section 6 of the Railway Labor Act (RLA or the Act), 45 U.S.C. § 156 (1982), served notice on the railroad that they intended to request changes in pay rates, work rules, and benefits, including health and welfare plans, covering railroad employees. Since 1955, the parties have jointly subscribed to national, industry-wide health and welfare plans. Various modifications of these plans were made over the years through national bargaining agents.[3] In 1985, the three existing health and welfare plans covered approximately 320,000 active employees and some 9500 retired employees on 242 railroads. [4] When the unions requested the latest modifications, Soo refused to negotiate health and welfare matters on a national basis. Soo informed the unions that it intended to negotiate these matters locally, and that it intended to withdraw from the national plans and develop its own plans through self-insurance. [5] The unions insist that under the Act the railroad is obligated to participate in national bargaining over the proposed changes in the health and welfare plans. They argue that Soo may not even attempt to negotiate a withdrawal from the national plans without first serving a section 6 notice to negotiate a withdrawal from the national bargaining process itself. [6] The district court rejected this argument on the ground that national bargaining had not yet commenced, relying on cases interpreting the National Labor Relations Act
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(NLRA). See, e.g., Charles D. Bonanno Linen Serv., Inc. v. NLRB, 454 U.S. 404, 102 S.Ct. 720, 70 L.Ed.2d 656
(1982).[4] The unions argue that NLRA case law does not apply, citing fundamental differences between the NLRA and the RLA. The unions contend that the district court erred in failing to recognize that whether national bargaining is obligatory under the RLA depends not upon whether such bargaining has commenced, but rather, on (1) the nature of the issue, and (2) the history of bargaining on that issue. See Brotherhood of R.R. Trainmen v. Atlantic Coast Line R.R., 383 F.2d 225 (D.C. Cir. 1967) cert. denied, 389 U.S. 1047, 88 S.Ct. 790, 19 L.Ed.2d 839
(1968).[5] The unions argue historical bargaining practice and the importance of the health and welfare coverage mandate continued national bargaining on the issue.[6]
[10] Whether it is dicta as the railroad argues or holding as the unions maintain, we are not convinced that the two-part test suggested in Atlantic Coast Line can be applied here. The unions are correct that the Act’s mandate to “exert every reasonable effort to make and maintain agreements,” see 45 U.S.C. § 152 First, imposes upon the railroad an affirmative duty to negotiate in good faith with the unions. See, e.g., Chicago N.W. Ry. v. United Transp. Union, 402 U.S. 570, 574-75, 91 S.Ct. 1731, 29 L.Ed.2d 187 (1971); Elgin, Joliet E. Ry. v. Burley, 325 U.S. 711, 724-25, 65 S.Ct. 1282, 89 L.Ed. 1886 (1945) (duty applies to grievances and major disputes). Repeating the district court’s observation, however, we are aware of no decision that construes this duty to obligate the railroad to bargain for a national contract
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through a national bargaining representative. The unions’ argument ignores the statutory right of each party to designate a representative with whom the other party’s representative must negotiate.
[11] The RLA clearly states that both carriers and employees have the right to designate their own representatives for bargaining:[12] 45 U.S.C. § 152 Third. See also 45 U.S.C. § 152 Fourth (“Employees shall have right to organize and bargain collectively through representatives of their own choosing.”). The Supreme Court has characterized this right to choose as the “essential foundation” of the Act:Representatives, for the purposes of this Act, shall be designated by the respective parties without interference, influence, or coercion by either party over the designation of representatives by the other; and neither party shall in any way interfere with, influence, or coerce the other in its choice of representatives. Representatives of employees for the purposes of this Act need not be persons in the employ of the carrier, and no carrier shall, by interference, influence, or coercion seek in any manner to prevent the designation by its employees as their representatives of those who or which are not employees of the carrier.
[13] Texas New Orleans R.R. v. Brotherhood of Ry. S.S. Clerks, 281 U.S. 548, 569, 50 S.Ct. 427, 74 L.Ed. 1034 (1930). No existing agreement or statutory provision obligates the railroad to designate a national, multi-carrier representative to conduct its negotiations. The railroad may bargain solely on its own behalf.[7] The unions appear to concede this and yet continue to argue as if it is not so. [14] The Bonanno Linen line of cases recognizes a limited exception to this basic right of choice in situations where one of the negotiating parties attempts to withdraw from multi-party bargaining after negotiations have begun. See, e.g., Bonanno Linen, 454 U.S. at 410-11 n. 5, 102 S.Ct. at 724-25 n. 5 (citing cases following this exception). Prior to the commencement of negotiations, the parties remain free to withdraw from their respective bargaining coalitions. Id. at 412, 102 S.Ct. at 725. As the district court aptly pointed out, several of the cases cited by the unions in support of their argument can be read as applying these principles to bargaining under the RLA See American Ry. Airway Supervisors Ass’n v. Soo Line R.R., 690 F. Supp. 802, 807 n. 6 (D.Minn. 1988) (citing United Transp. Union v. Burlington Northern, Inc., 325 F. Supp. 1125, 1131Freedom of choice in the selection of representatives on each side of the dispute is the essential foundation of the statutory scheme. All the proceedings looking to amicable adjustments and to agreements for arbitration of disputes, the entire policy of the Act, must depend for success on the uncoerced action of each party through its own representatives to the end that agreements satisfactory to both may be reached and the peace essential to the uninterrupted service of the instrumentalities of interstate commerce may be maintained.
(D.D.C. 1971); International Ass’n of Machinists Aerospace Workers v. National Ry. Labor Conference, 310 F. Supp. 905, 912
(D.D.C. 1970); Chicago, Burlington Quincy R.R. v. Railway Employees’ Dept., 301 F. Supp. 603, 607 (D.D.C. 1969)); accord Delaware Hudson Ry. v. United Transp. Union, 450 F.2d 603, 610-11 (D.C. Cir.), cert. denied, 403 U.S. 911, 91 S.Ct. 2209, 29 L.Ed.2d 689 (1971). [15] The unions argue that the Bonanno Linen principles are inapplicable here because of the unique nature of railroad labor contracts. Railroad labor contracts, unlike contracts under the NLRA, are perpetual in duration and are subject to modification only after predetermined moratorium periods. Thus, the unions apparently argue, the parties’ obligations to participate in the national bargaining process continue indefinitely, or at least until the party desiring to
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withdraw serves notice and goes through the bargaining procedures mandated by the Act. We disagree. The clear import of the RLA is that each proposal for modification under section 6 initiates a new, distinct set of negotiations for which the parties are free to select new bargaining agents.[8] See 45 U.S.C. § 156. To conclude otherwise would, in effect, perpetually bind a carrier (or a union) to national representation once it agrees to such representation for a particular bargaining round. We agree with the district court that, as a policy matter, this would have the negative effect of discouraging parties from utilizing the national bargaining tool in the first place. See Soo Line, 690 F. Supp. at 807 n. 8. In any event, we believe the Act speaks to the issue with adequate clarity, and conclude therefore that the Bonanno Linen
principles are applicable here. Because a new round of national bargaining had not yet begun when Soo announced its intention to bargain locally, nothing prevents it from withdrawing from its national negotiating coalition.
Wagner, Multi-Union Bargaining: A Legal Analysis, 19 Lab.L.J. 731, 738 (1968) (discussing multi-union collective bargaining under the NLRA). The unions to some degree control their own destiny. If they splinter, as some already have done,[9] then separate agreements appear to be the order of the day. If the unions select a single representative, then that representative may lawfully insist that the same contract terms be applied to all unions that have given their prior approval.[10] In either case, the unions have the right to bargain for terms that match or exceed those of the current health and welfare plans. The railroad, of course, may in good faith attempt to bargain to secure a series of plans with individualized terms. Whether this bargaining will be objectively appraised as being in good faith will depend on many variables and uncertainties not at issue here. [18] Conclusion
[19] In sum, we find that the railroad has no duty under the RLA to give notice to negotiate its withdrawal of a national bargaining representative. The railroad has a statutory right to designate its own representative; it has no obligation to accept national bargaining and is not bound by national negotiations in which it chooses not to participate.[11]
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Correlative to this right, the railroad does have a duty to bargain with the representative or representatives so designated by the unions; it must bargain in good faith as to the terms and conditions of health and welfare coverage of the various employees represented by the union representatives.
[20] For the reasons set forth herein, we find that the plaintiffs are not entitled to declaratory or injunctive relief. The judgment of the district court is therefore affirmed.What constitutes good faith bargaining in the railroad industry is colored by how parties have actually bargained in the past. The Railway Labor Act does not universally and categorically compel a party to a dispute to accept national handling over its protest. Such bargaining is certainly lawful, however. Whether it is also obligatory will depend on an issue-by-issue evaluation of the practical appropriateness of mass bargaining on that point and of the historical experience in handling any similar national movements.
Id.
(2d Cir. 1969) (upholding NLRB’s determination that unions do not commit unfair labor practices by insisting that employer bargain with mixed-union negotiating committee); Standard Oil Co. v. NLRB, 322 F.2d 40, 44-45 (6th Cir. 1963) (same); United States Pipe Foundry Co. v. NLRB, 298 F.2d 873, 877-78 (5th Cir.) cert. denied, 370 U.S. 919, 82 S.Ct. 1557, 8 L.Ed.2d 499 (1962) (three unions may insist adamantly on identical terms in each of three separate labor contracts).