Matthew T. Wakefield

Published Decisions: United States Court of Appeals: Venetian Casino Resort LLC v. NLRB, 793 F.3d 85 (D.C. Cir. 2015) (employer's request that police issue criminal citations to demonstrators and block them from employer-owned sidewalk because of alleged trespass was protected under First Amendment right to petition the Government for a redress of grievances ); National Labor Relations Board: Interstate Management Co., LLC, 369 NLRB No. 84 (2020) (upholding employer policies and dismissing allegations that employer interrogated and threatened employees); Venetian Casino Resort, LLC, 366 NLRB No. 14 (2018) (following remand from court of appeals, Board dismissed allegation that employer unlawfully requested police issue criminal citations to demonstrators and block them from possible trespass on employer-owned sidewalk); Sheraton Universal Hotel, 350 NLRB 1114 (2007) (employer lawfully terminated a supervisor for refusing to remove a union pin from his lapel); W San Diego, 348 NLRB 372 (2006) (employer established special circumstances to justify ban on union insignia where guests may be present and in the kitchen where it posed a risk of food contamination); Sofitel San Francisco Bay, 343 NLRB 82 (2004) (overturned a narrow election victory for union as a result of union's misleading campaign materials; union subsequently withdrew petition); Holiday Inn City Center, 332 NLRB 1246 (2000) (petitioned-for unit of employees was inappropriate; union subsequently withdrew petition); Service Employees Local 87 (Cresleigh Management), 324 NLRB 774 (1997) (union engaged in unlawful secondary boycott after employer established reserved entrance for contractor in dispute with union); Refuse Compactor Service, Inc, 322 NLRB 738 (1996) (Board denied General Counsel's motion for summary judgment on employer's answer to compliance specification); National Labor Relations Board General Counsel: Sands Casino Resort Bethlehem, 2012 NLRB GCM Lexis 6 (2012) (NLRB General Counsel dismissed unfair labor practice charge challenging employer's improved benefits for non-union employees while withholding the improved benefits from newly-organized bargaining unit); Century Plaza Hotel & Towers, 2005 NLRB GCM Lexis 38 (2005) (NLRB General Counsel dismissed unfair labor practice charges challenging employers' use of lockout and other aggressive bargaining tactics); Hilton San Diego Mission Valley, 2000 NLRB GCM Lexis 64 (2000) (NLRB General Counsel dismissed unfair labor practice charge challenging employer's handling of Social Security no-match letter); Labor Arbitrators: Confidential Employer, 2018 BNA LA Supp. 4635848 (Dunn, 2018) (employer acted in compliance with collective bargaining agreement when it did not fill cafeteria attendant position); Confidential Employer, 2013 BNA LA Supp. 148362 (O'Brien, 2013) (employer did not violate seniority, scheduling, overtime, or other requirements of collective bargaining agreement in scheduling housekeeping employees); Hotel del Coronado, 10-2 ARB 5125 (Bordone, 2010) (employer had just cause to discharge employee who tested positive for alcohol while on duty); La Costa Resort and Spa, 124 BNA LA 964 (Wormuth, 2007) (employer had the right to require restaurant servers to close their own guest checks, rather than rely upon a cashier, and did not have to increase servers' wage rate)