for wages and salaries under direct
              supervision. (citing House Report
              No. 245 on H.R. 3020 (Leg.  Hist. of
              the Labor Management Relations Act
              of 1974, Vol. 1, p. 309). (emphasis
              added).

         Based on the foregoing NLRB and case law interpreting the term "employee," it is clear 

that an employee is one who works for another for hire - i.e., a wage.  Accordingly, volunteers, 

who do not receive wages or fringe benefits, are clearly not "employees" within the meaning of

the Act.

         In the present case, the evidence is overwhelming.  The volunteers do their work

without pay.  Indeed, their motivation is entirely altruistic.  The Union offers no theory or

rationale in opposition.  Their evidence consisted of the fact that the volunteers work with

paid employees, sometimes performing the same or similar functions and that they are at present

a large majority of the bargaining unit.  Neither fact changes the ultimate fact that they are

not employees under the Act.  They are not employees who work for wages or for financial

compensation or for hire.  Indeed, the evidence is such that if they were paid, their status

would be that of an independent contractor, focused on the end results, rather than the detailed

supervision required for an employee relationship.

         The fact that when a volunteer substitutes for a paid staffer they are paid only 

underscores the distinction between the two groups.  Paid positions are discrete and identified. 

There are fixed procedures for filling vacancies in paid


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