The president of a nonunion company called a meeting of employees to express his dissatisfac- tion regarding worker productivity and scrap rates. He also announced that breaks would be more restricted. An employee questioned him about the new break policy, asking whether it was punishment for low productivity and whether it would also be imposed on workers in the office area. The employee blamed management for the productivity problems that the company was experiencing. The employee responded in the affirmative when the president asked if he should fire the managers. The president became an- noyed by the employee's complaints about com- pany management and said that the HR representative should "come up with a package" so that the employee could leave. On the same day, she was suspended for an indefinite period that turned out to be three weeks. When she re- turned to work, she was placed on indefinite probation. She remained in that status for almost a year. Did the employer violate the NLRA by disciplining the employee in this manner? (NLRB v. Caval Tool Division, 262 F.3d 184 (2d Cir. 2001))