Case Study - Sandra Falcone was employed as a dental hygiene assistant. During a staff meeting, Dr. Trufolo discussed some work-related problems. Falcone and a coworker interrupted the meeting several times to disagree with Dr. Trufolo’s comments. After the meeting, the office manager reprimanded Falcone and her coworker for disrupting the meeting by questioning Dr. Trufolo and by giggling and elbowing each other. On the following Monday, Falcone presented a list of grievances to the office manager, which Falcone had discussed with coworkers. Shortly thereafter, she was fired.
Question:
Based on these facts, did the employer commit an unfair labor practice by discharging Falcone? Upon what facts should the NLRB determine the true motive for the discharge? [See Joseph DeRario, DMD, P.A., 283 NLRB No. 86, 125 L.R.R.M. 1024 (1987).]