VALLEY HEALTH SYSTEM LLC d/b/a SPRING VALLEY HOSPITAL MEDICAL CENTER and CENTENNIAL HILLS HOSPITAL M

National Labor Relations Board - Administrative Judge Opinions

Mar 18, 2015

28-CA-123611 (N.L.R.B. Mar. 18, 2015)

JD(SF)–08–15
LasVegas, NV
UNITED STATES OF AMERICA
BEFORE THE NATIONAL LABOR RELATIONS BOARD
SAN FRANCISCO DIVISION OF JUDGES
VALLEY HEALTH SYSTEM LLC d/b/a
SPRING VALLEY HOSPITAL MEDICAL CENTER
and CENTENNIAL HILLS HOSPITAL MEDICAL
CENTER and DESERT SPRINGS HOSPITAL
MEDICAL CENTER and VALLEY HOSPITAL MEDICAL
CENTER and SUMMERLIN HOSPITAL MEDICAL CENTER LLC
dba SUMMERLIN HOSPITAL MEDICAL CENTER
and Case 28–CA–123611
KATHY MORRIS, an Individual
and Case 28–CA–127147
KATRINA ALVAREZ-HYMAN, an Individual
Randy M. Girer, Esq.,
for the General Counsel.
Bradley W. Kampas and Keahn N. Morris, Esqs. (Jackson Lewis, P.C.),
for the Respondents.
DECISION
STATEMENT OF THE CASE
LISA D. THOMPSON, Administrative Law Judge. This matter is before me on a stipulated
record. On March 3, 2014, Kathy Morris (Charging Party Morris or Morris) filed a charge in Case 28–
CA–123611 against Valley Health System LLC (VHS) d/b/a Spring Valley Hospital Medical Center
(Spring Valley) and Centennial Hills Hospital Medical Center (Centennial) and Desert Springs Hospital
Medical Center (Desert Springs)1 and Valley Hospital Medical Center (Valley) and Summerlin Hospital
Medical Center LLC (Summerlin) d/b/a Summlerin Hospital Medical Center (collectively,
Respondents).2 This charge was amended on April 29, 2014.3
On April 23, 2014, Katrina Alvarez-Hyman (Charging Party Hyman or Alvarez-Hyman) filed a
charge in Case 28–CA–127147 against Respondents.4 This charge was amended on June 19, 2014.5 On

1 The parties jointly moved to correct the name of Desert Springs Medical Center by deleting the phrase “NC-DSH, d/b/a,
LLC” from the name. The joint motion is granted.
2 Jt. Exh. 4. Abbreviations used in this decision are as follows: “Jt. SOF” for the parties’ Stipulation of Facts, Joint Motion
to Submit Case on Stipulation and Joint Motion Requesting Permission to Forgo Submission of Short Position Statements; “Jt.
Exh.” for the parties’ Joint Exhibits; “GC Exh.” for the General Counsel’s Exhibits; “R. Exh.” for Respondents’ Exhibits; “GC
Br.” for the General Counsel’s brief; and “R Br.” for the Respondents’ brief.
3 Jt. Exh. 5.
4 Jt. Exh. 6.
5 Jt. Exh. 7.
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July 19, 2014, the Regional Director for Region 28 consolidated both cases and issued a complaint and
notice of hearing.6 Respondents filed their answer, denying all material allegations and setting forth their
affirmative defenses to the complaint.7
Regarding Case 28-CA-123611, the consolidated complaint alleges that Respondents violated
Section 8(a)(1) of the National Labor Relations Act (the NLRA or the Act) when Respondents maintained
overly broad and discriminatory work rules that prohibit employees from: (1) engaging in conduct that
will “bring discredit on the System or Facility or is offensive to fellow employees;” (2) speaking
negatively about a co-worker or Respondents; and/or (3) disclosing the confidentiality of business-related
and employee information, including written, verbal or electronic information. The complaint also alleges
that Respondents violated Section 8(a)(1) of the Act by maintaining an Alternative Resolution for
Conflicts Agreement (ARC or Agreement) prohibiting employees from engaging in class or collective
legal activity (collectively, the Morris allegations).
Regarding Case 28–CA–127147, the consolidated complaint alleges that Respondents violated
Section 8(a)(1) and (3) of the Act when they maintained an overly broad and discriminatory work rule
that requires all employees to communicate only in English (the Hyman allegation).8
On September 8, 2014, the parties submitted their Joint Stipulation of Facts, Motion to Submit
Case on Stipulation and Joint Motion Requesting Permission to Forego Submission of Short Position
Statements. I granted the parties’ motion and directed them to submit post-hearing briefs by October 24,
2014. However, upon the parties’ request, the post-hearing brief deadline was extended to November 14,
2014. On November 14, 2014, the parties submitted their post-hearing briefs in this case.
Upon the stipulated record, and in full consideration of the briefs submitted, I make the following
FINDINGS OF FACT
I. JURISDICTION
The parties stipulated to the following facts as to the nature of Respondents’ business and
jurisdiction:
1. At all material times, Respondent Summerlin has been a limited liability company with an
office and place of business in Las Vegas, Nevada. It has been operating a hospital and medical center
providing medical care.9
2. During a 12-month period ending October 30, 2013, Respondent Summerlin purchased and
received at its facility goods valued in excess of $50,000 directly from points outside the State of Nevada.
During the same 12-month period, Respondent Summerlin derived gross revenues in excess of
$250,000.10

6 Jt. Exh. 1. Case Nos. 28–CA–115963, 28–CA–120097 and 28–CA–120294 were also included in the complaint. However,
the parties entered into non-Board settlements regarding all of these cases. The undersigned approved the settlements on the
record, severed and dismissed the complaint regarding the charges on July 22, 2014. See Jt. Exhs. 2-3.
7 Jt. Exhs. 8, 14.
8 Jt. Exh. 1, ¶¶ 4(l)-(m) and 6; see also, Jt. Exhs. 5, 7 and Jt. SOF ¶ 3.
9 Jt. SOF ¶ 5(a).
10 Id.
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3. Respondent Summerlin admits, and I find, that it is an employer within the meaning of Section
2(2), (6), and (7) of the Act and that it has been a health care institution within the meaning of Section
2(14) of the Act.
4. At all material times, Respondent VHS has been a limited liability company with an office and
place of business in Las Vegas, Nevada. It has been operating Spring Valley, Centennial, Desert Springs
and Valley, which are hospitals and medical centers in Las Vegas providing medical care.11
5. During the 12-month period ending March 3, 2014, Respondent VHS purchased and received
at its Spring Valley, Centennial, Desert Springs and Valley facilities goods valued in excess of $50,000
directly from points outside the State of Nevada. Also during that same 12-month period, Respondent
VHS derived gross revenues in excess of $250,000.12
6. Respondent VHS admits and I find that it is an employer within the meaning of Section 2(2),
(6), and (7) of the Act, and that Spring Valley, Centennial, Desert Springs and Valley have been health
care institutions within the meaning of Section 2(14) of the Act.
II. ALLEGED UNFAIR LABOR PRACTICES
A. The Morris Stipulated Background Facts
1. Charging Party Morris was hired by Respondent Summerlin on September 10, 2011.
2. It is undisputed that Respondents maintain an Employee Handbook as well as various policies
and procedures on Respondents’ internal employee website or Intranet.13 During new employee
orientation, employees are required to sign and acknowledge receipt of the Employee Handbook.
3. Failure to comply with the Employee Handbook as well as Respondents’ personnel policies
and procedures may result in discipline or discharge.
4. Respondents also maintain a Service Excellence Expectations Handbook outlining standards of
performance for their employees.14 Like the Employee Handbook, employees must sign a “commitment”
form acknowledging receipt of the standards. Failure to adhere to the standards outlined in the Service
Excellence Handbook may result in disciplinary action.
5. It is also undisputed that, since about September 3, 2013, Respondents have maintained the
following rules in their Employee Handbook:
(a) . . . Conduct that interferes with System or Facility operations, brings discredit on the System
or Facility, or is offensive to patients or fellow employees will not be tolerated;15
(b) In addition to disclosures of health information, employees have an obligations to maintain
the confidentiality of business-related and employee information, which includes, but is not limited to all
written, verbal and electronic information;16 and

11 SOF ¶5(b).
12 Id.
13 Jt. Exh. 9.
14 Jt. Exh. 10.
15 Jt. Exh. 9, p. 19.
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(c) Don’t speak negatively about a patient, co-worker, or the hospital.17
6. It is further undisputed that Respondents have maintained an Alternative Resolution of
Conflicts (ARC) Agreement.18 The ARC Agreement is applicable to all employees employed by
Respondents. The relevant provisions of the Agreement provide:
You (the employee) and the Company agree to bring any dispute in arbitration on an
individual basis only, and not on a class, collective or private attorney general
representative action basis. Accordingly,
(1) There will be no right or authority for any dispute to be brought, heard or
arbitrated as a class action (“Class Action Waiver”). The Class Action Waiver shall not
be severable from this Agreement in any case in which (1) the dispute is filed as a class
action and (2) a civil court of competent jurisdiction finds the Class Action Waiver is
unenforceable. In such instances, the class action must be litigated in a civil court of
competent jurisdiction; and
(2) There will be no right or authority for any dispute to be brought, heard or
arbitrated as a collective action (“Collective Action Waiver”). The Collective Action
Waiver shall not be severable from this Agreement in any case in which (1) the dispute is
filed as a collective action and (2) a civil court of competent jurisdiction finds the
Collective Action Waiver is unenforceable. In such instances, the collective action must
be litigated in a civil court of competent jurisdiction…19
7. The Agreement allows employees to bring claims before administrative agencies, including,
but not limited to the NLRB.
8. It is also undisputed that employees may opt out of the ARC Agreement entirely. To do so, the
Agreement provides:
Arbitration is not a mandatory condition of Employee's employment at the Company, and
therefore an Employee may submit a form stating that the Employee wishes to opt out
and not be subject to this Agreement. In order to Opt Out of Arbitration, the Employee
must submit a signed and dated statement or, a ''Alternative Resolution for Conflicts
Agreement Opt Out Form" ("Form") that can be obtained from the Company's local or
corporate Human Resources Department. In order to be effective, the signed and dated
Form must be returned to the Human Resources Department within 30 days of the
Employee's receipt of this Agreement. An Employee who timely opts out as provided in
this paragraph will not be subject to any adverse employment action as a consequence of
that decision and may pursue available legal remedies without regard to this Agreement.
Should an Employee not opt out of this Agreement within 30 days of the Employee's
receipt of this Agreement, continuing the Employee's employment constitutes mutual
_________________________
16 Id. at p. 20.
17 Jt. Exh. 10, p. 8.
18 Jt. Exh. 12.
19 Id.
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acceptance of the terms of this Agreement by Employee and the Company. An employee
has the right to consult with counsel of the Employee's choice concerning this.20
9. Depending on the circumstances, employees were (and still are) introduced to the ARC
Program either during the new-hire process (for employees hired after July 15, 2013) or during the roll-
out of the program in November 2013.
10. In November 2013, Respondents designed a communications campaign to introduce the ARC
program to existing employees. Information about the ARC Program was provided to all employees
online. Employees were given an ARC Acknowledgement, ARC Agreement, and ARC Opt Out Form.
These forms were also posted on Respondents’ Intranet for employees to review.
11. Employees were also advised of their right to opt out of the ARC Program. To that end,
employees can voluntarily opt out of the ARC Program by submitting a completed Opt Out Form by fax
or mail, or by delivering it in person to their respective Human Resources Department. Once it was
received, the Opt Out form was date-stamped by a representative of Respondents’ Human Resources
department.21
12. If an employee did not sign the Opt Out Form within 30 days of receipt of the materials, the
employee is bound by the Agreement.
13. The ARC Program is applicable to all employees employed by Respondents Summerlin and
VHS (at its Spring Valley and Centennial facilities) except those who opted out.
14. The ARC Program is applicable to approximately 747 of Respondent VHS Valley’s
employees. Of those employees, 38 voluntarily signed Opt Out Forms.
15. The ARC Program is applicable to approximately 392 of Respondent VHS Desert Springs’
employees. Of those employees, 76 voluntarily signed Opt Out Forms.
16. The ARC Program is applicable to approximately 1319 of Respondent Summerlin’s
employees. Of those employees, 343 voluntarily signed Opt Out Forms.
17. The ARC Program is applicable to approximately 1004 of Respondent VHS Spring Valley’s
employees. Of those employees, 196 voluntarily signed Opt Out Forms.
18. The ARC Program is applicable to approximately 658 of Respondent VHS Centennial Hills’
employees. Of those employees, 117 voluntarily signed Opt Out Forms.
19. On November 8, 2013, Morris chose not to participate in the ARC Program and voluntarily
signed an Opt Out Form.22

20 Jt. Exh. 12, p. 108.
21 Jt. Exh. 12
22 Jt. Exh. 13.
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B. The Alvarez-Hyman Stipulated Background Facts
1. It is undisputed that, since about September 3, 2013, Respondents have maintained a work rule
in their Employee Handbook where employees are required to communicate only in English in the work
environment, when conducting business at Respondents’ hospitals or with each other, and when patients
or customers are present or in close proximity. 23
2. Employees are also required to communicate only in English when communicating between
staff and patients, and visitors or customers unless interpretation or translation is requested or required.24
III. ANALYSIS AND CONCLUSIONS
A. The Morris Allegations
The first issue is whether Respondents violated Section 8(a)(1) of the Act by maintaining various
work rules on “discrediting” and “offensive” conduct, negative speech and disclosing confidential
information.
1. “Discrediting” and “Offensive” Conduct
Citing the Board’s decision in Lafayette Park Hotel, 326 NLRB 824, 825 (1998), enfd. 203 F.3d
52 (D.C. Cir. 1999), counsel for the General Counsel (CGC) asserts that Respondents’ work rule
prohibiting conduct that “interferes with System or Facility operations, brings discredit on the System or
Facility, or is offensive to patients or fellow employees” violates Section 8(a)(1) of the Act. The CGC
avers that the rule is unlawful, because it is overbroad and ambiguous such that it could reasonably be
construed as prohibiting employees from exercising their Section 7 rights. Respondents maintain that the
code of conduct rule is lawful because it is clearly and unambiguously aimed at supporting Respondents’
legitimate business interest of maintaining a peaceful and healing hospital environment.
Determining the legality of work rules requires a balancing of competing interests: the rights of
employees to organize or otherwise engage in protected activity and the right of employers to maintain a
level of discipline in the workplace. To that end, the Board set out a framework for evaluating whether an
employer’s work rule, such as those in Respondents’ Employee Handbook and Service Excellence
Expectation, violate the Act.
First, the rule must be examined to determine whether it explicitly restricts Section 7 activity. If it
does, the rule is unlawful.25 If the rule does not explicitly restrict Section 7 activity, the rule must be
evaluated to determine whether: (1) the rule was promulgated in response to union activity; (2) the rule
has been applied to restrict the exercise of Section 7 rights; or (3) employees would reasonably construe
the language in the rule to prohibit Section 7 activity. 26 The Board must give the rule a reasonable
reading and refrain from reading particular phrases in isolation or presume improper interference with
employee rights.27 However, “where ambiguities appear in employee work rules promulgated by an

23 Jt. Exh. 11, ¶ IV(C) – (C)(2).
24 Id.
25 Lutheran Heritage Village-Livonia, 343 NLRB 646 (2004); Lafayette Park Hotel, 326 NLRB 824, 828 (1998), enfd. 203
F.3d 52 (D.C. Cir. 1999).
26 Lutheran Heritage, supra.
27 Id.
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employer, the ambiguity must be resolved against the promulgator of the rule rather than the employees
who are required to obey it.”28
On page 19 of their Employee Handbook, Respondents set forth rules prohibiting “discrediting”
and “offensive” conduct. The rule states:
Certain rules and regulations regarding employee behavior are necessary for the efficient
operation of the System and the Facility and for the benefit and protection of the rights
and safety of all. Conduct that interferes with System or Facility operations, brings
discredit on the System or Facility, or is offensive to patients or fellow employees will
not be tolerated.29
Respondents argue that their rule prohibiting discrediting conduct is entirely proper and lawful citing the
Board’s decision in Ark Las Vegas Restaurant, 333 NLRB 1284 (2001). I disagree.
In Ark Las Vegas Restaurant, the employer promulgated and maintained a work rule prohibiting
employees from “participating in any conduct, on or off duty that tends to bring discredit to, or reflects
adversely on, yourself, fellow associates, the Company or its guests, or that adversely affects job
performance or your ability to report to work as scheduled.” 30 The General Counsel in that case argued
that the rule, as stated, was so overbroad and vague that the rule could encompass conduct protected by
the Act. However, the Board, agreeing with the Administrative Law Judge (ALJ), found that the rule,
when viewed in the context with other language in the employer’s Handbook, was aimed at prohibiting
conduct related to “crimes or other misconduct, such as giving proprietary information to competitors.”
Given that context, the judge concluded that he “doubt[ed] that there would be any uncertainty . . .
whether any employee, guided by knowledgeable union officials, would harbor uncertainty over the scope
of the rule.” 31
While the judge in Ark Las Vegas Restaurant found corresponding language in the Handbook that
led him to resolve the rule’s ambiguity, I do not find any such language here. In fact, nothing in the
preceding sentence or anywhere else within the rule tells employees anything about the type of
“discredit[ing]” conduct Respondents intend to prevent. It is possible that the conduct being regulated is
related to behavior considered disruptive, but without other clarifying language, an employee would be
left speculating as to Respondents’ true intention. Such ambiguity must be resolved “against the
promulgator of the rule.”32
Respondents also point to Flamingo Hilton-Laughlin, 330 NLRB 287 (1999), where the Board
found that the employer did not violate Section 8(a)(1) by maintaining a rule prohibiting “off-duty
misconduct that materially and adversely affects job-performance or tends to bring discredit to the
Hotel.”33 However, like in Ark Las Vegas Restaurant, the language in the employer’s work rule in
Flamingo Hilton was sufficiently descriptive to decipher what type of conduct the employer intended to
prohibit. That description is absent in this case. Rather, I find Respondents’ rule is so overbroad and
ambiguous that there would be “uncertainty . . . whether any employee . . . would harbor uncertainty over

28 Norris/O’Bannon, 307 NLRB 1236, 1245 (1992).
29 Jt. Exh. 9, p. 19.
30 Ark Legas Vegas Restaurant, 333 NLRB 1284, 1291 (2001) (emphasis added).
31 Id. at 1291.
32 Norris/O’Bannon, 307 NLRB 1236, 1245 (1992).
33 Flamingo Hilton-Laughlin, 330 NLRB 287 (1999).
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the scope of the rule.”34 Accordingly, I conclude that Respondents’ rule prohibiting conduct that
discredits it is unlawful as it would reasonably be construed as touching on conduct protected by the Act.
With respect to second half of rule prohibiting “offensive” conduct toward patients or fellow
coworkers, Respondents assert that this language is lawful, because, on its face, it cannot reasonably be
read or interpreted to interfere with Section 7 activity. Here, I agree.
The Board addressed a work rule similar to Respondents’ in Fiesta Hotel Corp d/b/a Palms Hotel
& Casino, 344 NLRB 1363 (2005).35 In Palms Hotel & Casino, the employer maintained a standard of
conduct which prohibited employees from engaging in “any type of conduct, which is or has the effect of
being injurious, offensive, threatening, intimidating, coercing, or interfering with fellow Team Members
or patrons.”36 Although the ALJ found that the rule was facially violative of the Act, the Board disagreed.
In so doing, the Board determined that the handbook prohibition against using threatening, offensive, or
abusive language was not inherent to Section 7 activities. As such, the mere fact that the rule could
encompass or reasonably be interpreted as barring Section 7 activity did not, by itself, render the rule
facially invalid. Thus, without evidence that the rule either touched on, had been applied or intended to
apply to situations that relate to Section 7 activity, the Board held that an ambiguously worded rule
barring threatening, offensive or abusive conduct will not, on its face, be deemed unlawful.37
Like in Palms Hotel, in this case, I do not find that Respondents’ rule prohibiting offensive
conduct violates the Act. First, I conclude that the language prohibiting conduct offensive to patients is
lawful due to Respondents’ legitimate business concerns for patient care and maintaining a safe healing
environment. Second, although the CGC argues that the language is overbroad, ambiguous and fails to
provide examples of the prohibited versus acceptable conduct, the Board specifically rejected this
argument in Palms Hotel. In fact, like in Palms Hotel, the CGC in this case failed to present any evidence
that Respondents applied or intended to apply the ambiguously worded rule to conduct protected by
Section 7. Without such evidence, the fact that Respondents’ rule could touch on conduct related to the
Act does not render the rule facially invalid. Moreover, I decline to “engage in such speculation in order
to condemn as unlawful a facially neutral work rule that is neither aimed at . . . adopted in response to. . .
nor enforced against” Section 7 activity.38 Although Respondents certainly could (and should) have used
more descriptive language to describe the “offensive” conduct they sought to prohibit (i.e., like in Palms
Hotel, where Respondent prohibited “conduct . . .which is or has the effect of being injurious, offensive,
threatening, intimidating, coercing, or interfering with . . .”), the fact that Respondents’ rule does not
specify what it deems offensive does not automatically render the rule invalid.
The CGC also contends that Respondents have no business justification for promulgating the rule.
This argument is also without merit. In fact, Respondents’ business justification is set forth in the opening
paragraph (i.e., patient care, hospital operations, and a safe healing environment). Indeed, as a hospital,
Respondents have special business concerns (i.e., patient care and promoting a quiet, comfortable and
healing environment) that justify tipping the balance in favor of maintaining the code of conduct.39

34 Ark Las Vegas Restaurant, 333 NLRB at 1291.
35 Palms Hotel and Casino, 344 NLRB 1363 (2005).
36 Id. at 1367.
37 Id. at 1367–1368.
38 Palms Hotel and Casino, 344 NLRB at 1367.
39 See St. John’s Hospital, 222 NLRB 1150, 1150 (1976) (in reviewing respondent hospital’s blanket no solicitation rule,
the Board recognized a presumption that a hospital’s work rule prohibitions may be presumptively lawful, because the “primary
function of a hospital is patient care and that a tranquil atmosphere is essential to the carrying out of that function. In order to
provide this atmosphere, hospitals may be justified in imposing somewhat more stringent prohibitions on solicitation than are
generally permitted”).
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Simply put, the CGC has failed to demonstrate that a reasonable employee reading Respondents’ rule
prohibiting offensive conduct would construe it to prohibit conduct protected by the Act.
Accordingly, I find that Respondents’ rule prohibiting “discrediting” conduct violates Section
Section 8(a)(1) as alleged but recommend that the charges as to Respondents’ rule prohibiting “offensive”
conduct be dismissed.
2. “Negative” Speech
Another of Respondents’ rules prohibit employees from “speak[ing] negatively about a patient,
co-worker, or the hospital.”40 Specifically, Respondents’ rule states:
Our patients place their trust in use [sp] during some of the most vulnerable periods of
their life. We have an obligation based on this relationship to treat them with respect. The
community trusts us to care for their loved ones and negative discussions about
colleagues or the hospital erodes the trust.”41
The CGC asserts that this rule is unlawful as it is overly broad and ambiguous such that a reasonable
employee would understand that such language would prevent Section 7 activity. However, Respondent
counters, arguing that their rule is lawful, unambiguous and, when read in conjunction with the
explanatory and other language in its Service Excellence Expectations, would not reasonable be construed
to restrict Section 7 activity.
The Board distinguishes work rules prohibiting false, profane, and vicious statements that lack
malice (lawful)42, rules prohibiting “abusive or threatening language” that seeks to maintain basic civility
(lawful in most instances)43 from rules that restrict “negative speech.” In Roomstore, 357 NLRB No.
143, slip op. at 1 fn. 3 (2011), the Board found a rule prohibiting “any type of ‘negative energy or
attitudes’” unlawful.44 Also, a rule prohibiting “negative conversations” about managers was found
unlawful, as it had no clarifying language.45 Similarly, in Flamingo Hilton-Laughlin, 330 NLRB 287
(1999), the Board found unlawful a rule that prohibited loud, abusive, or foul language, as it was so broad
that it could be interpreted as barring lawful union organizing propaganda.46 The Board also found
unlawful an employer’s work rule that subjected employees to discipline for the “inability or
unwillingness to work harmoniously with other employees.”47 In that instance, the employer neglected to
define those terms; the prohibition was merely one of a laundry list of rules and “was sufficiently
imprecise that it could encompass any disagreement or conflict among employees including those related
to Section 7.”48 In all of these instances, the rules were ambiguous, and those ambiguities were resolved
against the employer.

40 Jt. Exh. 10, p. 8.
41 Jt. Exh. 10, p. 86.
42 See Amercan Cast Iron Pipe Co., 234 NLRB 1126, 1131 (1978)(false and inaccurate statements that are not malicious
are protected).
43 See Palms Hotel & Casino, supra at fn. 35 and Lutheran Heritage, 343 NLRB 646, 647 (2004).
44 357 NLRB No. 143, slip op. at 1 fn. 3 (2011).
45 Claremont Resort & Spa, 344 NLRB 832, 836 (2005).
46 330 NLRB at 295.
47 2 Sisters Food Group, 357 NLRB No. 168, slip op. at 1 (2011).
48 Id., slip op. at 2.
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In this case, I find Respondents’ rule prohibiting negative speech regarding patients lawful as it is
clearly directed toward Respondents’ legitimate business concerns of patient care and providing a safe
and healing environment. This aspect of the rule cannot reasonably be read to prohibit protected activities.
In making this finding, I note the special circumstances afforded hospitals where it may be appropriate to
permit Respondents greater latitude to restrict union activities in patient-care areas in order to promote a
“pleasing and comforting [environment] where patients are principal facets of the day’s activities . . .
[such that patients and their families] need a restful, uncluttered, relaxing, and helpful atmosphere, rather
than one remindful of the tensions of the marketplace in addition to the tensions of the sick bed.”49
However, the remaining parts of Respondents’ rule violate the Act.
Although not determinative, ALJ Susan Flynn’s decision in Williams Beaumont Hospital is
instructive on this issue. In that case, Respondent promulgated several codes of conduct rules, one of
which prohibited “negative or disparaging comments about the moral character or professional
capabilities of an employee or physician made to employees, physicians, patients, or visitors.”50 Judge
Flynn found this rule lawful because it was unambiguous (as to the type of comments prohibited) and
could not be interpreted as prohibiting lawful discussions protected by the Act since it was legitimately
directed toward Respondents’ duty to provide a safe and healing environment (as a hospital).51
Unlike in Williams Beaumont Hospital, where the targeted “negative” comments referred to the
“. . . moral character or professional capabilities” of employees, physicians or others, Respondents’ rule is
unlawful because it is ambiguous and ill-defined even when read in conjunction with the explanatory
paragraph. Moreover, it fails to describe with any particularity what type of “negative” comment is
prohibited. Even the sentence that “negative discussions about colleagues or the hospital erodes the trust”
fails to clarify what type of conduct is prohibited. Although Respondents have legitimate concerns
regarding appropriate staff comments around patients and in promulgating work rules to maintain a safe
atmosphere, particularly in patient care areas, I find that this portion of the rule so overbroad and
ambiguous that it reasonably encompasses lawful discussions or complaints that are protected by Section
7 of the Act.
The Board has found similar prohibitions on “negative speech” unlawful. Specifically, in Hill &
Dales General Hospital,52 the Board found respondent hospital’s rules prohibiting “negative comments
about fellow team members,” “engag[ing] in or listen[ing] to negativity,” and requiring employees to
“represent [the hospital] in the community in a positive and professional manner in every opportunity”
overbroad, ambiguous and unlawful. Similarly, in Claremont Resort & Spa, 344 NLRB 832 (2005), the
Board found the employer’s rule prohibiting “negative conversations” about managers, without any
additional clarifications, unlawful, since such a rule would “reasonably be construed by employees to bar
them from discussing with their coworkers complaints about their managers that affect working
conditions, thereby causing [them] to refrain from engaging in protected activities.”53
Respondents attempt to distinguish their rule from “negative speech,” arguing that their rule is
geared toward prohibiting “negative attitudes.” Respondents rely on the Board’s decision in Cooper River
of Boiling Springs, 360 NLRB No. 60, slip op at 25 (2014) to support their contention.54 However,

49 See St. John’s Hospital and School of Nursing, Inc., 222 NLRB 1150 (1976), enf. in part 557 F.2d 1368 (10th Cir. 1977);
see also, NLRB v. Beth Israel Hospital, 437 U.S. 483, 509 (1978).
50 See William Beaumont Hospital, Case JD–04–14 (Jan. 30, 2014)(emphasis added).
51 Id.
52 360 NLRB No. 70, slip op. at 1 (2014).
53 344 NLRB at 836 (2005).
54 360 NLRB No. 60, slip op at 25 (2014).
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Cooper River is inapposite. In Cooper River, the Board, through the ALJ, distinguished rules prohibiting
“negative conversations” (unlawful) because they “cut to the very essence of activity which the Act
protects because all other actions contemplated by the statutory scheme flow out of employees’
discussions about their wages, hours and other terms and conditions of employment . . .” from rules that
restrict one from displaying a “negative attitude” (lawful), which do not limit an employee’s right to have
conversations about certain subjects.55
Here, Respondents’ rule seeks to restrict “speech,” (i.e., “do not speak negatively about . . .
employees or the hospital”) and as such, I find it akin to prohibiting negative “conversations” which goes
to the heart of an employee’s Section 7 activity.56 Moreover, Respondents’ rule is vague, overbroad (i.e.,
applies whether in patient or non-patient care areas), ambiguous, and contains no clarifying language such
that it reasonably encompasses discussions that are otherwise protected by the Act.
Finally, Respondents assert that their rule is lawful due to the special circumstances afforded
hospitals.57 But here, Respondents set forth an interesting theory. According to Respondents, under the
Affordable Care Act, their Medicare payments are directly related to their participation in federally
sponsored surveys to improve patient outcomes. These Federal surveys have shown that patient outcomes
are improved when hospitals create a positive environment for employees and patients. As such,
Respondents contend that they must participate in these surveys and implement their code of conduct
rules that maintain a positive patient experience in order to receive Medicare funding through the
Affordable Care Act.
Even assuming, arguendo, that Respondents’ theory is correct, they fail to set out this explanation
in their Handbook or Service Expectation and cite no case law or Board precedent that tips the balance in
their favor based on these funding considerations. Moreover, Respondents’ rule would be applicable in
patient and non-patient care areas; thus, the Board has not given hospitals like Respondents’ latitude to
implement such broad work restrictions.58 While I agree that Respondents’ restrictions on speaking
negatively about patients are justified, the restrictions on speaking negatively about employees and/or the
hospital would reasonably be interpreted to include comments/conversations protected by the Act.
Accordingly, I find Respondents’ rule that prohibits speaking negatively about employees and the
hospital violates Section 8(a)(1) of the Act. However, I recommend that the charges as to Respondents’
rule prohibiting speaking negatively about patients be dismissed.
3. Prohibiting Confidential Information
Lastly, the CGC alleges that Respondents’ confidentiality rule violates the Act, because it is
overbroad, ambiguous, and, as such, employees would reasonably interpret this provision as precluding
their discussion of wages and other terms and conditions of employment. I agree.

55 Id.
56 Id.
57 See generally St. John’s Hospital, 222 NLRB 1150, 1150 (1976) (generally hospitals entitled to presumption that work
rules prohibiting solicitation and insignias in patient and non-patient care areas are lawful because such activity “might be
unsettling to patients— particularly those who are seriously ill and…need quiet and peace of mind”).
58 See Handicabs, Inc., 318 NLRB 890, 896 (1995), enfd. 95 F.3d 681 (8th Cir. 1996), cert. denied 521 U.S. 1118
(1997)(Board, agreeing with ALJ, found the employer’s work rules unlawful which limited employee speech in order to protect
clients and vulnerable adults who were unable to handle stress).
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The pertinent part of Respondents’ confidentiality policy states:
In addition to disclosure of health information, employees have an obligation to maintain
the confidentiality of business-related and employee information, which includes, but is
not limited to, all written, verbal and electronic information.59
“Business-related” and “employee” information is not defined.
Respondents argue that their confidentiality policy is lawful because it is geared toward
protecting patient information.60 But Respondents clearly intended to protect more than simply patient
information because they included the phrase “in addition to disclosure of health information” in their
policy. In fact, Respondents distinguish confidential patient information in the preceding paragraph which
states: “All patient health information is to be maintained confidentially and the release of such sensitive
patient information must comply with all state and federal laws as well as Facility policy(s).”61 So the
language in question was intended to protect something more.
The problem with Respondents’ confidentiality policy is that the terms are ill-defined. I dealt with
a similar confidentiality provision in MUSE School CA, JD(SF)–43–14 2014 WL 4404737 (Sept. 8, 2014,
affd. 2014 WL 5338539 (Oct. 20, 2014). In that case, the employer maintained a confidentiality policy
that required all employees, “both during and after the time that [they] provid[e] services to MUSE, [to]
maintain the confidentiality of all Confidential Information.” Confidential information included “. . . any
material or information about MUSE, MUSE employees, MUSE students, the families of MUSE students,
including but not limited to the Cameron Family, and the Cameron Entities that is not generally known to
the general public or business competitors.” It also included “. . . information, however acquired, relating
to: MUSE's financial and business affairs, budgets, compensation paid to MUSE owners and
employees...”
Because MUSE failed to clearly define the “prohibited conduct” it sought to restrict, and in fact,
precluded, without limitation, any discussion about any nonpublic information regarding its founders,
clients and employees, I determined that the rule, as written, encompassed “various kinds of information
about employees, including their wages.” Accordingly, I found MUSE’s ambiguous confidentiality rule
unlawful because it “could reasonably be construed to include a prohibition on discussing employee
wages” such that it tended to chill protected activity.
Like in MUSE School, Respondents’ confidentiality policy is equally vague and ill-defined on the
meaning of confidential “business-related” or “employee” information. Such a broad, undefined
prohibition of confidential information, which includes information in written, verbal and electronic
formats, without clarification, violates the Act as it could reasonably encompass discussion of and
information related to employees’ wages and terms and conditions of employment.
Accordingly, I find that Respondents’ confidentiality policy preventing disclosure of “business-
related” and “employee” information violates Section 8(a)(1) of the Act.

59 Jt. Exh. 9, p. 69.
60 See e.g. Aroostook County Regional Ophthalmology Center v. NLRB, 81 F.3d 209, 212–213 (D.C. Cir. 1996) (local
hospital’s confidentiality rule preventing employee from discussing patients’ medical information and grievances “within earshot
of patients” found lawful due to importance of hospital’s interest in protecting patients from disturbances).
61 Id.
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4. The ARC Agreement
Next, I turn to the “more difficult question” left unanswered by the Board in D. R. Horton, Inc.,
357 NLRB No. 184 (2012). That is – whether Respondents’ violated Section 8(a)(1) of the Act by
requiring employees to sign their ARC Agreement that prohibits all class and collective actions and
requires employees to individually arbitrate all employment related disputes but allows employees to opt-
out of the agreement altogether.
In D.R. Horton, the Board found that the employer violated Section 8(a)(1) of the Act when it
required its employees, as a condition of employment, to sign an “agreement” that any and all future
employment claims against the company would be determined on an individual basis by final and binding
arbitration. The Board held that the mandatory arbitration “agreement” was unlawful because: (1) it did
not contain an exception for unfair labor practice (ULP) allegations, and thus would reasonably lead
employees to believe that they could not file charges with the Board; and (2) it required employees to
waive their substantive right under the NLRA to pursue concerted (i.e., classwide or collective) legal
action in any forum, arbitral or judicial. The Board recently reaffirmed its holding and reasoning from
Horton in Murphy Oil USA, Inc., 361 NLRB No. 72 (2014).
However, in this case, Respondents’ arbitration agreement allows employees to file ULPs with
the Board and permits them to opt out of arbitration entirely, thereby preserving their right to pursue
future claims in court on either an individual or collective/class basis. Respondents argue that this is a
significant difference because, as found by numerous Federal and State courts, it renders their arbitration
procedure truly voluntary, and as such, lawful.
The CGC, on the other hand, argues that the ARC Agreement is unlawful, despite the opt-out
provisions, because: (1) the agreement prevents employees from engaging in collective/concerted
activities; (2) the agreement is effectively a mandatory condition of employment for employees; and (3)
the opt-out provisions do not render the ARC Agreement “lawful,” because those employees who opt out
are denied the opportunity to engage in collective/class activities with those employees who opt-in.
Having carefully considered the parties’ arguments and cited cases, in agreement with
Respondents, I find Respondents’ ARC Agreement is voluntary, thus it is distinguishable from the
agreements decided in Murphy Oil and D. R. Horton. In Murphy Oil and D. R. Horton, the Board held
unlawful an employer’s mandatory arbitration program that requires, as a condition of employment,
individual arbitration of all employment related claims and precludes class/collective actions of those
claims without the ability to opt out of the program. However, here, because there is a written opt-out
provision in Respondents’ Agreement, I find that Respondents’ ARC Agreement is voluntary. In fact,
Respondents’ policy falls “squarely within footnote 28 of the Board’s decision in D. R. Horton” where
the Board left open:
[W]hether, if arbitration is mutually beneficial means of dispute resolution, an employer
can enter into an agreement that is not a condition of employment with an individual
employee to resolve either a particular dispute or all potential employment disputes
through non-class arbitration rather than litigation in court.62

62 D. R. Horton, Inc., 357 NLRB No. 184, at fn. 28, see also R. Br. at 22.
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Indeed, the Ninth Circuit, in Johnmohammadi v. Bloomingdales, Inc., found a similar arbitration
agreement with a written opt-out clause lawful, reasoning that:
If [an employee] wanted to retain [the right to file a class action] nothing stopped [him or
her] from opting out of the arbitration agreement. [The employer] merely offered [the
employee] a choice: resolve future employment-related disputes in court, in which case
s/he would be free to pursue [their] claims on a collective basis; or resolve such disputes
through arbitration, in which case [they] would be limited to pursuing [their] claims on an
individual basis. In the absence of any coercion influencing the decision, we fail to see
how asking employees to choose between those two options can be viewed as interfering
with or restraining their right to do anything.63
I find Respondents’ Agreement almost identical to the one ruled lawful in Johnmohammadi.
The CGC argues that Respondents’ Agreement, on its face, “binds employees to an irrevocable
waiver of prospective Section 7 rights . . . [which] precludes [them] from making [a choice] as to . . .
future claim[s].” In essence, the CGC contends that Respondents’ Agreement effectively does not give
employees a choice to waive their Section 7 rights. But it does. Indeed, the language in the ARC
Agreement clearly and unequivocally allows the employee to choose to participate in the class action
waiver or opt out. Thus, as the Ninth Circuit found, asking employees to choose between participation in
the class action waiver/arbitration program or opting out of it does not interfere with or restrain an
employee’s Section 7 rights.64
Simarily, as to the CGC’s argument that Respondents’ Agreement is a mandatory condition of
employment, particularly for those who do not “affirmatively extricate [themselves] from the policy,”65
again, I disagree. Nor does the very act of requiring employees to decide to opt in or out render the
Agreement mandatory. Here, the CGC borrows from ALJ William Cates’ reasoning in Pama
Management, JD(ATL)–31–13 2013 WL 6384517 (2013). Although not precedent, Judge Cates found
that the company’s arbitration program that contained an opt-out provision:
. . . has a reasonable tendency to chill employees from exercising their statutory rights
because they are required to take an affirmative action simply to preserve Section 7 rights
they already have. State differently, the . . . waiver unlawfully compels, as a condition of
employment, employees to affirmatively act (check an “opt-out” box at the end of a long
paragraph, with little explanation, as to its far reaching effects) in order to maintain rights
they already have under Section 7 . . .
Judge Cates also found the company’s waiver invalid, because it imposed “a waiver of Section 7 rights, or
to ‘opt-out’ at a time when the employees are unlikely to have an awareness of employment issues that
may now, or in the future, be best addressed by collective or class action.”
However, ALJ Jeffrey Wedekind found otherwise in Bloomingdale’s Inc., JD(SF)–29–13 2013
WL 3225945 (June 25, 2013). Again, while not precedent, Judge Wedekind found, and I adopt his
rationale, Bloomingdale’s individual arbitration program, such as the one here, voluntary, because it
adequately notified employees about the class action ban, and gave employees, particularly, new hires, 30

63 Johnmohammadi v. Bloomingdale’s Inc., 755 F.3d at 1076 (effectively affirming ALJ Jeffrey Wedekind’s decision in
Bloomingdales, Inc., JD(SF) –29–13 2013 WL 3225945 (Jun. 25, 2013))
64 Johnmohammadi, 755 F.3d at 1076.
65 See GC Br. at 43.
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days in which to learn more about the “benefits and limitations” of arbitration and opt in or out. Judge
Wedekind also found no allegation or record evidence that Bloomingdales threatened employees with
reprisals or retaliated against them for opting out.
Like in Bloomingdales, I am persuaded that Respondents in this case adequately notified
employees in writing about the class action ban; gave employees a 30-day window to opt in or out of the
program; and advised all employees to consult with an attorney if necessary for further explanation of the
terms of the agreement. Moreover, record evidence reveals CP Morris opted out of the program and was
never retaliated against for doing so. I find no evidence, and the CGC has not alleged, that Respondents
have threatened any employees with reprisals for opting out of the program.
As to the CGC’s argument that Respondents’ Agreement restricts employees who opt out of the
program from engaging in concerted activity (i.e., pursuing collective/class actions) with those who opted
into the program, here again, I find it does not. What it does do is require employees to choose whether to
participate in the program. While those who “opt-in” are bound by the Agreement, and thus, are
prohibited from filing class/collective actions (i.e., engaging in concerted activity), the important factor
which the CGC ignores is—those employees chose to forego that right. Although the CGC argues that
the voluntariness of the Agreement “misses the point,” the fact that employees are allowed to opt out of
the program is the point that distinguishes Respondents’ Agreement from those found unlawful in Horton
and Murphy Oil.”66
The CGC further contends that Respondents’ opt-out procedure is onerous and unlawfully
burdens employees. However, a one-time requirement that employees must either notify Respondents in
writing (in their own words) that they intend to opt out of the arbitration program or sign and deliver a
preprinted form of their intent to opt out, seems a minimal administrative burden, and no authority is cited
holding otherwise. Similarly, the ARC Agreement, and particularly the opt-out provision, is not so
burdened with legalese that employees, including new employees, cannot read and understand their right
to choose between participation and opting out. Moreover, if they find the language difficult, employees
are advised to consult an attorney. I further find that the 30-day notice to opt out is a sufficient period of
time upon which an employee can determine whether s/he intends to be subject to the Agreement.67
Alternatively, the CGC contends that Respondents’ class action waiver unlawfully burdens
employees by requiring them to prospectively trade away their statutory right to engage in collective or
class actions, including litigation in any forum. However, I am again persuaded by Judge Wedekind’s
rationale when he spoke on why this argument has little merit. When faced with a similar argument by the
General Counsel, Judge Wedekind explained that, if the Board intended to find arbitration agreements
unlawful because they trade away substantive Section 7 rights even in the face of an opt-out clause, then
[T]he Board’s comment in Horton that voluntary agreements presented a “more difficult
question” would have to be considered gratuitous. What makes the issue here “more
difficult” is that there is no “emphatic federal policy” in favor of employees getting
severance pay, a raise, or a parking space . . . [However], there is . . . such a policy in
favor of arbitrating disputes. In short, arbitration is not just any benefit; it is a federally

66 Johnmohammadi, 755 F.3d at 1076.
67 See e.g., Circuit City Stores, Inc. v. Ahmed, 283 F.3d 1198, 1199-2000 (9th Cir. 2002) (mandatory arbitration agreement
was not procedurally unconscionable because it only allowed employees to opt out during the first 30 days of employment),
Bloomingdales, Inc., JD(SF)-29-13 2013 WL 3225945 (Jun. 25, 2013)(ALJ Jeffrey Wedekind held employer’s 30-day opt out
procedure sufficient to render employer’s arbitration program voluntary), see also, Nielsen v. Machinists Local 2569, 94 F.3d
1107, 1116 (7th Cir. 1996), cert. denied 117 S.Ct. 1426 (1997)(“life is full of deadlines, and [there is] nothing particularly
onerous about this one.”)
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favored and supported benefit. The question, therefore, is whether it is a benefit of such
overriding Federal importance that the Board must or should look away when employees
voluntarily enter into mandatory arbitration agreements, even if they are conditioned on
employees completely and irrevocably relinquishing their right under the NLRA to
engage in collective legal action against their employer.”
Like the General Counsel in Bloomingdales, the CGC provides no real answer to this question.
Rather, she simply contends that concerted activity is a substantive right and Board precedent and
Supreme Court opinions indicate that arbitration agreements may not require a party to forgo such rights.
However, again, if the answer were so straightforward, there would be nothing “more difficult” about
this case than D. R. Horton.
Finally, because I have determined that Respondents’ ARC Agreement is voluntary, and thus
lawful under the Act, it is unnecessary to address the CGC’s remaining arguments concerning the
Agreement’s savings clause or Respondents’ affirmative defenses.
Accordingly, for all the foregoing reasons, I find that the CGC has failed to carry the burden of
proof and/or persuasion regarding Respondents’ ARC Agreement, and I am persuaded that Respondents
did not violate Section 8(a)(1) of the Act by maintaining their Agreement. For that reason, I recommend
that the charges as to Respondents’ ARC Agreement be dismissed.
B. The Alvarez-Hyman Allegations
Lastly, the CGC alleges that Respondents’ “English-only” rule violates Section 8(a)(1), because it
is overbroad and, thus, would reasonably chill employees from engaging in Section 7 activity.
Respondents rule requires all employees to speak and communicate only in English “when
conducting business with each other,” “when patients or customers are present or in close proximity,” and
“while on duty between staff, patients, visitors [and/or] customers . . . unless interpretation or translation
is requested or required.” The CGC argues that Respondents’ rule is so overbroad, it inhibits employees,
particularly non-native English speaking employees, from being able to freely communicate (in their
native language) about working conditions and/or other terms and conditions of employment.
However, Respondents contend that their English-only rule is lawful relying on the Equal
Employment Opportunity Commission’s (EEOC) guidance that allows for English-only rules if justified
by business necessity.68 While not binding on the Board, EEOC’s guidance provides that a rule
prohibiting employees, at all times in the workplace, from speaking their primary language or the
language they speak most comfortably “disadvantages an individual’s employment opportunities because
of [their] national origin.”69 Accordingly, EEOC will presume that such a rule, like the one in this case,
violates Title VII, unless the employer can show that requiring employees to speak only in English at
certain times is justified by business necessity.70 An English only rule is justified by business necessity if
it is necessary for the employer to operate safely or efficiently.71 Situations where business necessity will
justify an English-only rule include those: (1) “in which business necessity would justify an English-only
rule,” (2) where “workers must speak a common language to promote safety,” (3) where cooperative

68 See 29 C.F.R. § 1606.7(b); EEOC Compliance Manual Section 13, “National Origin Discrimination,” No. 915.003
(Compliance Manual on National Origin Discrimination), at 13-22 (Dec. 2, 2002).
69 29 C.F.R. §1606.7(a).
70 Id. § 1606.7(b).
71 EEOC Compliance Manual, at 13–22.
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work assignments require an English-only rule to promote efficiency, or (4) “to enable a supervisor who
only speaks English to monitor the performance of an employee whose job duties require communication
with coworkers or customers.”72
Before delving into Respondents’ English only rule, I note two important points. First, both
parties admit that the Board has not addressed this issue in any of its decisions; thus, it is an issue of first
impression.
Second, the Board disfavors adopting precedent from other administrative tribunals unless the
Board finds it is materially related to the goals and purposes of the NLRA.73 Although I find EEOC
guidance instructive, I will follow Board precedent and analyze Respondents’ English-only rule under the
doctrine set forth in Lutheran Heritage Village-Livonia and its progeny.74 That is—whether Respondents’
English only rule would reasonably tend to chill employees from exercising their Section 7 rights. Under
this standard, Respondents’ English-only rule does not explicitly restrict Section 7 activity. Nor is there
any evidence that the rule was promulgated in response to union activity. Thus, if the rule is unlawful,
employees must reasonably construe the language to prohibit Section 7 activity.
In this case, I conclude that employees would reasonably construe Respondents’ English-only
rule to restrict them from engaging in concerted activity. To that end, I find Respondents’ rule akin to
rules that infringe upon an employee’s right to engage in “negative speech” and “negative conversations.”
Because Respondents’ English-only rule is vague as to time and location (i.e., must use English in patient
and non-patient areas, in patient access areas, and between employees, staff, customers, patients and
visitors), it infringes on an employee’s ability to freely discuss and communicate about work conditions,
wages and other terms and conditions of employment. As such, I find that Respondents’ language
restrictions would prohibit speech that “cut(s) to the very essence of activity which the Act protects
because all other actions contemplated by the statutory scheme flow out of employees’ discussions about
their wages, hours and other terms and conditions of employment . . .”75
Even assuming EEOC’s standard is applicable in this case, I find Respondents’ rule is not
justified by business necessity. Here, Respondents argue that their rule is justified in order to maintain
hospital efficiency and minimize disruption in patient care by employees speaking in languages other than
English. This argument is similar to the Board’s special circumstances presumption afforded hospitals
when their work rules restrict union activity.76 However, Respondents’ English-only rule goes far beyond
patient-care areas, where courts have afforded hospitals latitude in restricting Section 7 rights. Instead,
Respondents’ rule requires employees to speak only English while on duty, between themselves, staff,
customers, visitors, and in non-patient areas.
Respondents also contend that their English-only provision specifically allows “[e]mployees who
speak languages other than English [to] speak to each other in their language on their own time, i.e.,
before and after their designated work schedule and on breaks and lunch.”77 As such, Respondents
compare their English-only rule to “presumptively lawful” no-solicitation rules which allow employers to

72 Id. at 13-23.
73 See HTH Corporation, Pacific Beach Corporation, and KOA Management, LLC, 361 NLRB No. 65 (Board adopts front
pay remedies from precedent under Title VII because it is materially similar to afford make whole relief under the NLRA.)
74 343 NLRB 646 (2004); Lafayette Park Hotel, 326 NLRB 824, 828 (1998), enfd. 203 F.3d 52 (D.C. Cir. 1999).
75 Id.
76 See generally St. John’s Hospital, 222 NLRB 1150, 1150 (1976) (generally hospitals entitled to presumption that work
rules prohibiting solicitation and insignias in patient and non-patient care areas are lawful because such activity “might be
unsettling to patients—particularly those who are seriously ill and…need quiet and peace of mind”).
77 Jt. Exh. 11, p. 102.
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restrict union related solicitation except during non-work hours (i.e., such as during breaks and before and
after work). Respondents rely on the Board’s decision in St. John’s Hospital.78
In St. John’s Hospital, the Board, agreeing with the ALJ, found that, while the hospital’s no
solicitation rule may be lawful in patient care areas even during nonworking time, (due to its need to have
patients “free of the disruption which might result from solicitation and distribution of literature in any
public area”), its “broad [no-solicitation] restrictions . . . [were] not justified . . , insofar as they apply to
other areas.” Specifically, regarding the hospital’s restrictions in visitor access areas (other than those
involved in patient care), the Board determined that the “possibility of any disruption in patient care
resulting from solicitation or distribution of literature was remote.”79 The Board further determined that
the hospital’s no-solication rule in “patient access areas such as cafeterias, lounges, and the like” was
unlawful particularly since the Board could “not perceive how patients would be affected adversely by
such activities.” 80
Like the Board found in St. John’s Hospital, I fail to see how patient care would be disrupted by
Respondents restricting employees to speaking only English in non-patient care areas and even between
employees, staff, visitors, and customers, particularly if a non-native English-speaking employee desires
to converse with another non-native English speaking employee about their respective working
conditions. More importantly, communication, unlike solicitation and distribution, is different. Rather,
requiring employees to speak only English infringes on an employee’s ability to exercise their Section 7
rights since concerted activity hinges upon effectively communicating with other employees about
working conditions, wages and/or terms and conditions of employment. Thus, employees cannot be
restricted from communicating in their native language in non-patient and patient access areas where
patient disruption would be minimized. In this case, Respondents’ language restrictions are not
sufficiently limited in time and location, and as such, employees, especially non-native English speaking
employees, would reasonably believe that they could not engage in concerted activity.
Accordingly, I find that Respondents violated Section 8(a)(1) by maintaining an unlawful
English-only rule to the extent it requires employees to speak and communicate only in English in all
areas to which patients and visitors have access, other than immediate patient care areas.
CONCLUSIONS OF LAW
1. Respondents Valley Health System LLC d/b/a Spring Valley Hospital Medical Center and
Centennial Hills Hospital Medical Center and Desert Springs Hospital Medical Center and Valley
Hospital Medical Center and Summerlin Hospital Medical Center LLC d/b/a Summerlin Hospital
Medical Center is an employer engaged in commerce within the meaning of Section 2(2), (6), and (7) of
the Act and is a health care institution within the meaning of Section 2(14) of the Act.
2. Respondents violated Section 8(a)(1) of the Act by:
(a) Promulgating, maintaining and/or enforcing an ambiguous and overly broad rule that prohibits
conduct which discredits Respondents.
(b) Promulgating, maintaining and/or enforcing an ambiguous and overly broad rule that prohibits
employees from speaking negatively about employees and Respondents.

78 See St. John’s Hospital, 222 NLRB 1150 (1976).
79 Id.
80 Id.
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(c) Promulgating, maintaining and/or enforcing an ambiguous and overly broad confidentiality
rule that prevents disclosure of “business-related” and “employee” information.
(d) Promulgating, maintaining and/or enforcing an overly broad English-only rule to the extent it
requires employees to speak and communicate only in English in all areas other than immediate patient
care areas.
REMEDY
Having found that Respondent has engaged in certain unfair labor practices, I find that the
Respondents must be ordered to cease and desist and to take certain affirmative action designed to
effectuate the policies of the Act.
On these findings of fact and conclusions of law and on the entire record, I issue the following
recommended81
ORDER
Respondents, Valley Health System LLC d/b/a Spring Valley Hospital Medical Center and
Centennial Hills Hospital Medical Center and Desert Springs Hospital Medical Center and Valley
Hospital Medical Center and Summerlin Hospital Medical Center LLC d/b/a Summerlin Hospital
Medical Center, its officers, agents, successors, and assigns, shall
1. Cease and desist from
(a) Promulgating, maintaining and/or enforcing overly broad and ambiguous work rules that
prohibit or may reasonably be read to prohibit employees from engaging in conduct that may discredit
Respondent.
(b) Promulgating, maintaining and/or enforcing overly broad and ambiguous work rules that
employees could reasonably understand would prohibit them from participating in concerted activity by
speaking negatively about other employees or Respondents.
(c) Promulgating, maintaining and/or enforcing overly broad and ambiguous provisions in its
confidentiality policy that employees could reasonably interpret to prohibit them from exercising their
Section 7 rights if they disclose of “business-related” and “employee” information.
(d) Promulgating, maintaining and/or enforcing an overly broad English-only rule that prohibit
or may reasonably be read to prohibit employees from engaging in concerted activity by requiring
employees to speak and communicate only in English while on duty, with other employees, staff,
customers and visitors, and in all work and patient access areas.
(e) In any like or related manner interfering with, restraining, or coercing employees in the
exercise of the rights guaranteed them by Section 7 of the Act.

81 If no exceptions are filed as provided by Sec. 102.46 of the Board’s Rules and Regulations, the findings, conclusions and recommended
Order shall, as provided in Sec. 102.48 of the Rules, be adopted by the Board and all objections to them shall be deemed waived for all purposes.
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2. Take the following affirmative action necessary to effectuate the policies of the Act.
(a) Rescind or revise their Employee Handbook and Service Excellence Expectations to
remove any language that prohibits or may be read to prohibit employees from engaging in conduct that
may discredit Respondents;
(b) Rescind or revise their Employee Handbook and Service Excellence Expectations to
remove any language that prohibits or may be read to prohibit employees from speaking negatively about
other employees or Respondents;
(c) Rescind or revise their Employee Handbook and Service Excellence Expectations to
remove any language that prohibits or may be read to prohibit employees from disclosing “business-
related” and “employee information;
(d) Rescind or revise their Employee Handbook and Service Excellence Expectations to
remove any language that requires employees to speak and/or communicate only in English while on
duty, with other employees, staff, customers and visitors, and in all work and patient access areas;
(e) Furnish, publish and/or distribute to all current employees a new Employee Handbook,
Service Excellence Expectations and confidentiality agreement that: (1) does not contain the unlawful
provisions noted in paragraph (a)-(d) above; (2) advises employees that the unlawful provisions above
have been rescinded; or (3) provides lawful language that describes, with specificity, which types of
conduct or communication is proscribed by the Handbook/Agreement and the conduct/communication
that is protected by the Act. Respondents also may comply with this aspect of my Order by either: (i)
rescinding the unlawful provisions noted in paragraphs (a)–(d) above and republishing the new rules
without the unlawful language; (ii) supplying employees at all of their Nevada facilities with an insert to
the Handbook and Service Excellence Expectations stating that the unlawful rules have been rescinded; or
(iii) supplying employees with new and lawfully worded rules on adhesive backing that will cover the
unlawful rules until Respondents republish new rules without the unlawful provisions;
(f) Notify all current and former employees in writing that the relevant provisions detailed in
paragraphs (a)-(d) above, contained in the Employee Handbook and Service Excellence Expectations, that
were promulgated and/or distributed since September 3, 2013, have been rescinded, are void and that
Respondents will not prohibit employees from engaging in protected concerted activity as described in
paragraphs (a)-(d) above;
(g) Within 14 days after service by the Region, post at all facilities, copies of the attached
notice marked “Appendix”82 in both English and Spanish. Copies of the notice, on forms provided by the
Regional Director for Region 28, after being signed by the Respondents’ authorized representative, shall
be posted by the Respondents and maintained for 60 consecutive days in conspicuous places including all
places where notices to employees are customarily posted. In addition to physical posting of paper
notices, the notices shall be distributed electronically, such as by email, posting on an intranet or an
internet site, and/or other electronic means, if the Respondents customarily communicate with their
employees and former employees by such means. Respondents also shall duplicate and mail, at their
expense, a copy of the notice to all former employees who were affected by Respondents’ unlawful
conduct. Reasonable steps shall be taken by the Respondents to ensure that the notices are not altered,
defaced, or covered by any other material. In the event that, during the pendency of these proceedings,

82 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 Judgment of the United States Court of Appeals Enforcing an Order of the
National Labor Relations Board.”
JD(SF)–08–15
5
10
15
20
25
30
35
40
45
21
the Respondents have gone out of business or closed the facility (ies) involved in these proceedings,
Respondents shall duplicate and mail, at their expense, a copy of the notice to all current employees and
former employees employed by the Respondent at any time since January 1, 2011.
(h) Within 21 days after service by the Region, file with the Regional Director a sworn
certification of a responsible official on a form provided by the Region attesting to the steps that
Respondents have taken to comply.
Dated: Washington, D.C. March 18, 2015
________________________________
Lisa D. Thompson
Administrative Law Judge
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 violated 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 benefit and protection
Choose not to engage in any of these protected activities.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that prohibits you from engaging
in conduct which could be viewed as discrediting us.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that prohibits you from speaking
negatively about us or other employees.
WE WILL NOT promulgate, maintain or enforce an overly broad confidentialty rule that prohibits you
from disclosing “business-related” or “employee” information.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that requires you to speak and/or
communicate only in English while on duty, between your fellow employees, staff, customers and
visitors, and in all work and patient access areas.
WE WILL NOT in any like or related manner interfere with, restrain, or coerce you in the exercise of the
rights guaranteed you by Section 7 of the Act.
WE WILL notify you in writing that the unlawful provisions in our Employee Handbook and Service
Excellence Expectations that was implemented since September 3, 2013, are void and rescinded and/or
modified and will not be enforced to prohibit you from engaging in protected concerted activity by: (1)
engaging in conduct which could be viewed as discrediting Respondent, (2) speaking negatively about
other employees or Respondent, (3) disclosing “business-related” or “employee” information and/or (4)
requiring you to speak and communicate only in English while on duty, between your fellow employees,
staff, customers and visitors, and in all work and patient access areas.
VALLEY HEALTH SYSTEM LLC d/b/a
SPRING VALLEY HOSPITAL MEDICAL CENTER
(Employer)
Dated By
(Representative) (Title)
The National Labor Relations Board is an independent Federal agency created in 1935 to enforce the National Labor
Relations Act. It conducts secret-ballot elections to determine whether employees want union representation and it
investigates and remedies unfair labor practices by employers and unions. To find out more about your rights under
the Act and how to file a charge or election petition, you may speak confidentially to any agent with the Board’s
Regional Office set forth below. You may also obtain information from the Board’s website: www.nlrb.gov.
2600 North Central Avenue, Suite 1400, Phoenix, AZ 85004-3099
(602) 640-2160, Hours: 8:15 a.m. to 4:45 p.m.
The Administrative Law Judge’s decision can be found at www.nlrb.gov/case/28-CA-123611 or by using the QR code
below. Alternatively, you can obtain a copy of the decision from the Executive Secretary, National Labor Relations Board,
1099 14th Street, N.W., Washington, D.C. 20570, or by calling (202) 273-1940.
THIS IS AN OFFICIAL NOTICE AND MUST NOT BE DEFACED BY ANYONE
THIS NOTICE MUST REMAIN POSTED FOR 60 CONSECUTIVE DAYS FROM THE DATE OF POSTING AND MUST NOT BE
ALTERED, DEFACED, OR COVERED BY ANY OTHER MATERIAL. ANY QUESTIONS CONCERNING THIS NOTICE OR
COMPLIANCE WITH ITS PROVISIONS MAY BE DIRECTED TO THE ABOVE REGIONAL OFFICE’S
COMPLIANCE OFFICER, (602) 640-2146.
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 violated 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 benefit and protection
Choose not to engage in any of these protected activities.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that prohibits you from engaging
in conduct which could be viewed as discrediting us.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that prohibits you from speaking
negatively about us or other employees.
WE WILL NOT promulgate, maintain or enforce an overly broad confidentialty rule that prohibits you
from disclosing “business-related” or “employee” information.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that requires you to speak and/or
communicate only in English while on duty, between your fellow employees, staff, customers and
visitors, and in all work and patient access areas.
WE WILL NOT in any like or related manner interfere with, restrain, or coerce you in the exercise of the
rights guaranteed you by Section 7 of the Act.
WE WILL notify you in writing that the unlawful provisions in our Employee Handbook and Service
Excellence Expectations that was implemented since September 3, 2013, are void and rescinded and/or
modified and will not be enforced to prohibit you from engaging in protected concerted activity by: (1)
engaging in conduct which could be viewed as discrediting Respondent, (2) speaking negatively about
other employees or Respondent, (3) disclosing “business-related” or “employee” information and/or (4)
requiring you to speak and communicate only in English while on duty, between your fellow employees,
staff, customers and visitors, and in all work and patient access areas.
CENTENNIAL HILLS HOSPITAL
MEDICAL CENTER
(Employer)
Dated By
(Representative) (Title)
The National Labor Relations Board is an independent Federal agency created in 1935 to enforce the National Labor
Relations Act. It conducts secret-ballot elections to determine whether employees want union representation and it
investigates and remedies unfair labor practices by employers and unions. To find out more about your rights under
the Act and how to file a charge or election petition, you may speak confidentially to any agent with the Board’s
Regional Office set forth below. You may also obtain information from the Board’s website: www.nlrb.gov.
2600 North Central Avenue, Suite 1400, Phoenix, AZ 85004-3099
(602) 640-2160, Hours: 8:15 a.m. to 4:45 p.m.
The Administrative Law Judge’s decision can be found at www.nlrb.gov/case/28-CA-123611 or by using the QR code
below. Alternatively, you can obtain a copy of the decision from the Executive Secretary, National Labor Relations Board,
1099 14th Street, N.W., Washington, D.C. 20570, or by calling (202) 273-1940.
THIS IS AN OFFICIAL NOTICE AND MUST NOT BE DEFACED BY ANYONE
THIS NOTICE MUST REMAIN POSTED FOR 60 CONSECUTIVE DAYS FROM THE DATE OF POSTING AND MUST NOT BE
ALTERED, DEFACED, OR COVERED BY ANY OTHER MATERIAL. ANY QUESTIONS CONCERNING THIS NOTICE OR
COMPLIANCE WITH ITS PROVISIONS MAY BE DIRECTED TO THE ABOVE REGIONAL OFFICE’S
COMPLIANCE OFFICER, (602) 640-2146.
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 violated 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 benefit and protection
Choose not to engage in any of these protected activities.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that prohibits you from engaging
in conduct which could be viewed as discrediting us.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that prohibits you from speaking
negatively about us or other employees.
WE WILL NOT promulgate, maintain or enforce an overly broad confidentialty rule that prohibits you
from disclosing “business-related” or “employee” information.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that requires you to speak and/or
communicate only in English while on duty, between your fellow employees, staff, customers and
visitors, and in all work and patient access areas.
WE WILL NOT in any like or related manner interfere with, restrain, or coerce you in the exercise of the
rights guaranteed you by Section 7 of the Act.
WE WILL notify you in writing that the unlawful provisions in our Employee Handbook and Service
Excellence Expectations that was implemented since September 3, 2013 are void and rescinded and/or
modified and will not be enforced to prohibit you from engaging in protected concerted activity by: (1)
engaging in conduct which could be viewed as discrediting Respondent, (2) speaking negatively about
other employees or Respondent, (3) disclosing “business-related” or “employee” information and/or (4)
requiring you to speak and communicate only in English while on duty, between your fellow employees,
staff, customers and visitors, and in all work and patient access areas.
DESSERT SPRINGS HOSPITAL
MEDICAL CENTER
(Employer)
Dated By
(Representative) (Title)
The National Labor Relations Board is an independent Federal agency created in 1935 to enforce the National Labor
Relations Act. It conducts secret-ballot elections to determine whether employees want union representation and it
investigates and remedies unfair labor practices by employers and unions. To find out more about your rights under
the Act and how to file a charge or election petition, you may speak confidentially to any agent with the Board’s
Regional Office set forth below. You may also obtain information from the Board’s website: www.nlrb.gov.
2600 North Central Avenue, Suite 1400, Phoenix, AZ 85004-3099
(602) 640-2160, Hours: 8:15 a.m. to 4:45 p.m.
The Administrative Law Judge’s decision can be found at www.nlrb.gov/case/28-CA-123611 or by using the QR code
below. Alternatively, you can obtain a copy of the decision from the Executive Secretary, National Labor Relations Board,
1099 14th Street, N.W., Washington, D.C. 20570, or by calling (202) 273-1940.
THIS IS AN OFFICIAL NOTICE AND MUST NOT BE DEFACED BY ANYONE
THIS NOTICE MUST REMAIN POSTED FOR 60 CONSECUTIVE DAYS FROM THE DATE OF POSTING AND MUST NOT BE
ALTERED, DEFACED, OR COVERED BY ANY OTHER MATERIAL. ANY QUESTIONS CONCERNING THIS NOTICE OR
COMPLIANCE WITH ITS PROVISIONS MAY BE DIRECTED TO THE ABOVE REGIONAL OFFICE’S
COMPLIANCE OFFICER, (602) 640-2146.
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 violated 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 benefit and protection
Choose not to engage in any of these protected activities.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that prohibits you from engaging
in conduct which could be viewed as discrediting us.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that prohibits you from speaking
negatively about us or other employees.
WE WILL NOT promulgate, maintain or enforce an overly broad confidentialty rule that prohibits you
from disclosing “business-related” or “employee” information.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that requires you to speak and/or
communicate only in English while on duty, between your fellow employees, staff, customers and
visitors, and in all work and patient access areas.
WE WILL NOT in any like or related manner interfere with, restrain, or coerce you in the exercise of the
rights guaranteed you by Section 7 of the Act.
WE WILL notify you in writing that the unlawful provisions in our Employee Handbook and Service
Excellence Expectations that was implemented since September 3, 2013, are void and rescinded and/or
modified and will not be enforced to prohibit you from engaging in protected concerted activity by: (1)
engaging in conduct which could be viewed as discrediting Respondent, (2) speaking negatively about
other employees or Respondent, (3) disclosing “business-related” or “employee” information and/or (4)
requiring you to speak and communicate only in English while on duty, between your fellow employees,
staff, customers and visitors, and in all work and patient access areas.
VALLEY HOSPITAL MEDICAL CENTER
(Employer)
Dated By
(Representative) (Title)
The National Labor Relations Board is an independent Federal agency created in 1935 to enforce the National Labor
Relations Act. It conducts secret-ballot elections to determine whether employees want union representation and it
investigates and remedies unfair labor practices by employers and unions. To find out more about your rights under
the Act and how to file a charge or election petition, you may speak confidentially to any agent with the Board’s
Regional Office set forth below. You may also obtain information from the Board’s website: www.nlrb.gov.
2600 North Central Avenue, Suite 1400, Phoenix, AZ 85004-3099
(602) 640-2160, Hours: 8:15 a.m. to 4:45 p.m.
The Administrative Law Judge’s decision can be found at www.nlrb.gov/case/28-CA-123611 or by using the QR code
below. Alternatively, you can obtain a copy of the decision from the Executive Secretary, National Labor Relations Board,
1099 14th Street, N.W., Washington, D.C. 20570, or by calling (202) 273-1940.
THIS IS AN OFFICIAL NOTICE AND MUST NOT BE DEFACED BY ANYONE
THIS NOTICE MUST REMAIN POSTED FOR 60 CONSECUTIVE DAYS FROM THE DATE OF POSTING AND MUST NOT BE
ALTERED, DEFACED, OR COVERED BY ANY OTHER MATERIAL. ANY QUESTIONS CONCERNING THIS NOTICE OR
COMPLIANCE WITH ITS PROVISIONS MAY BE DIRECTED TO THE ABOVE REGIONAL OFFICE’S
COMPLIANCE OFFICER, (602) 640-2146.
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 violated 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 benefit and protection
Choose not to engage in any of these protected activities.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that prohibits you from engaging
in conduct which could be viewed as discrediting us.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that prohibits you from speaking
negatively about us or other employees.
WE WILL NOT promulgate, maintain or enforce an overly broad confidentialty rule that prohibits you
from disclosing “business-related” or “employee” information.
WE WILL NOT promulgate, maintain or enforce an overly broad rule that requires you to speak and/or
communicate only in English while on duty, between your fellow employees, staff, customers and
visitors, and in all work and patient access areas.
WE WILL NOT in any like or related manner interfere with, restrain, or coerce you in the exercise of the
rights guaranteed you by Section 7 of the Act.
WE WILL notify you in writing that the unlawful provisions in our Employee Handbook and Service
Excellence Expectations that was implemented since September 3, 2013, are void and rescinded and/or
modified and will not be enforced to prohibit you from engaging in protected concerted activity by: (1)
engaging in conduct which could be viewed as discrediting Respondent, (2) speaking negatively about
other employees or Respondent, (3) disclosing “business-related” or “employee” information and/or (4)
requiring you to speak and communicate only in English while on duty, between your fellow employees,
staff, customers and visitors, and in all work and patient access areas.
SUMMERLIN HOSPITAL
MEDICAL CENTER LLC d/b/a
SUMMERLIN HOSPITAL MEDICAL CENTER
(Employer)
Dated By
(Representative) (Title)
The National Labor Relations Board is an independent Federal agency created in 1935 to enforce the National Labor
Relations Act. It conducts secret-ballot elections to determine whether employees want union representation and it
investigates and remedies unfair labor practices by employers and unions. To find out more about your rights under
the Act and how to file a charge or election petition, you may speak confidentially to any agent with the Board’s
Regional Office set forth below. You may also obtain information from the Board’s website: www.nlrb.gov.
2600 North Central Avenue, Suite 1400, Phoenix, AZ 85004-3099
(602) 640-2160, Hours: 8:15 a.m. to 4:45 p.m.
The Administrative Law Judge’s decision can be found at www.nlrb.gov/case/28-CA-123611 or by using the QR code
below. Alternatively, you can obtain a copy of the decision from the Executive Secretary, National Labor Relations Board,
1099 14th Street, N.W., Washington, D.C. 20570, or by calling (202) 273-1940.
THIS IS AN OFFICIAL NOTICE AND MUST NOT BE DEFACED BY ANYONE
THIS NOTICE MUST REMAIN POSTED FOR 60 CONSECUTIVE DAYS FROM THE DATE OF POSTING AND MUST NOT BE
ALTERED, DEFACED, OR COVERED BY ANY OTHER MATERIAL. ANY QUESTIONS CONCERNING THIS NOTICE OR
COMPLIANCE WITH ITS PROVISIONS MAY BE DIRECTED TO THE ABOVE REGIONAL OFFICE’S
COMPLIANCE OFFICER, (602) 640-2146.