Remington Lodging v. NLRB

Remington, a hotel management company, seeks review of the Board's order finding that it violated Sections 8(a)(1) and (3) of the National Labor Relations Act (NLRA), 29 U.S.C. 158(a)(1), (3). The court concluded that the Board's finding that the 2012 Hospitality Staffing Services contract violated the NRLA is supported by substantial evidence. The court rejected Remington's argument that the district court, without finding that an employee was not engaged in a protected activity when she was terminated, cannot hold that the employee's discharge violated section 8(a)(1). The court agreed with the Board's findings that Remington's decision to discharge the employee violated section 8(a)(1). Accordingly, the court denied Remington's petition for partial review and enforced the order. View "Remington Lodging v. NLRB" on Justia Law