OCTOBER TERM, 1993
certiorari to the united states court of appeals for the sixth circuit
No. 92-1964. Argued February 22, 1994—Decided May 23, 1994
Employees are considered "supervisors," and thus are not covered under the National Labor Relations Act, 29 U. S. C. § 152(3), if they have authority, requiring the use of independent judgment, to engage in one of 12 listed activities and they hold the authority "in the interest of the employer," § 152(11). Petitioner National Labor Relations Board has stated that a nurse's supervisory activity incidental to the treatment of patients is not authority exercised in the interest of the employer. Respondent owns and operates a nursing home at which staff nurses— including the four nurses involved in this case—are the senior ranking employees on duty most of the time, ensure adequate staffing, make daily work assignments, monitor and evaluate the work of nurses' aides, and report to management. In finding that respondent had committed an unfair labor practice in disciplining the four nurses, an Administrative Law Judge concluded that the nurses were not supervisors because their focus was on the well-being of the residents, not the employer. The Board affirmed, but the Court of Appeals reversed, deciding that the Board's test for determining nurses' supervisory status was inconsistent with the statute.
Held: The Board's test for determining whether nurses are supervisors is inconsistent with the statute. Pp. 576-584. (a) The Board has created a false dichotomy—between acts taken in connection with patient care and acts taken in the interest of the employer. Cf. NLRB v. Yeshiva Univ., 444 U. S. 672, 688. Since patient care is a nursing home's business, it follows that attending to the needs of patients, who are the employer's customers, is in the employer's interest. This conclusion is supported by the Court's decision in Packard Motor Car Co. v. NLRB, 330 U. S. 485, 488-489, interpreting the phrase "in the interest of an employer." Pp. 576-580. (b) The Board's nonstatutory arguments supporting its interpretation are unpersuasive. Its contention that granting organizational rights to nurses whose supervisory authority concerns patient care does not threaten the conflicting loyalties that the supervisor exception was designed to avoid is rejected. The Act must be enforced according to its
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