the services of volunteers on an interim basis. These individuals, however, are different from the unpaid staff. The volunteers help the Employer two or three times a year during the fund raising campaign by answering telephones. The unpaid staff produce programs for the Employer on a regular basis.(6) In fact, as mentioned above, the Employer could not exist but for the production of the unpaid staff programs. The Employer employs approximately 228 producers who are currently in the unit. Approximately 200 of these producers are unpaid staff. Therefore, it is quite obvious that the entire station relies on the unpaid staff productions. The sporadic assistance from volunteers is quite different from the significant contribution the unpaid staff provides the Employer.

Based on the totality of the evidence, the Employer has failed to show that the above existing classifications have undergone recent, substantial changes in the duties and responsibilities of the employees in it so as to create real doubt as to whether they should continue to be included in the unit. Therefore, the classifications should remain in the unit. Union Electric Company, 217 NLRB 666, 667 (1975).


IT HEREBY IS ORDERED that the classifications of Business Director and unpaid staff be included in the existing unit in the collective bargaining continued on next page


6. ----- I find the instant matter to be distinguishable from the Board cases that deal with volunteers. Cardinal Timothy Manning 223 NLRB 1218 (1976); Seton Hill College, 201 NLRB 1026 (1973). In those cases there was no evidence that the volunteer teachers shared any community of interest with the other teachers. However, in the instant matter, the above evidence clearly shows that the unpaid staff and the paid staff share a significant community of interest. Therefore, the unpaid staff should be included in the unit.


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