Collective Bargaining — 1. Negotiated the largest wage and benefit reductions (23%) among several copper industry producers. Applied to eleven collective bargaing agreements with eight unions.
2. Negotiated a master contract applicable to six multistate locations, ending a five month strike.
3. Developed the contract mechanism that enabled a fifteen year contract, with limited wage and benefit openers after five years, with multiple unions at two locations.
4. Negotiated groundbreaking contracts with three unions for a specialty contractor, superseding the standard industry contract.
Ninth Circuit — Case 1 - Successful defense of a restaurant chain alleged to have violated immigration laws by knowingly hiring an unauthorized worker. Established the principle in the Ninth Circuit that an employer need not dig deeper than I-9 documents that appear to be genuine.
Case 2 - Successfully overturned NLRB bargaining order against a hospital and obtained dismissal of the union's representation petition.
Case 3 - Succeessfully defended manufacturer against sexual harassment allegations. Showed that manager had treated both genders equally.
Case 4 - Successfully defended copper producer against wrongful discharge claims that had been "artfully plead" to avoid federal law.
Arizona Court of Appeals — Successfully defended manufacturer against ERISA claim that plant closing had triggered payout of benefits under a pension plan.
National Labor Relations Board — 1. Obtained ALJ and Board decisions dismissing allegations that a manufacturer had unlawfully implemented its offer for a new labor contract and unlawfully replaced strikers thereafter. Other allegations of retaliatory discipline, threats and withholding of benefits also were dismissed.
2. Obtained Board decision reversing a regional director's decision that a power plant operator had unlawfully interfered with a representation election, thereby upholding the employer's election victory.
3. Successfully obtained dismissal of union's petition to represent a portion of a utility's workforce. Later obtained dismissal of union's second petition seeking to represent a larger component of the same utility's workforce. In both cases, the utility's contention that the bargaining unit sought had been too narrow had prevailed.