*2 GREEN, District Judges, and Circuit Judge.* THE COURT OPINION OF GREENBERG, Judge. Circuit case, petition us on a for before This for enforcement a application review and and order of the National Labor decision Board, requires us to determine Relations unlawfully-discharged, unskilled whether mitigate employees satisfied accepting their union damages by “wages” pick- salary for of their searching for eting without otherwise inter- grant petition im willWe set aside the decision for review and will found that discrimina- and order which reasonably mitigated their tees had dam- ages.

BACKGROUND complicated and the his- The case is not dispute. facts are not Inasmuch torical Ltd., Inc., employer, violated as the Tubari (2) (3) 8(a)(1), of the National sections (the Act), 29 Labor Relations Act U.S.C. (2) (3), unlawfully 158(a)(1), by & dis- §§ refusing reinstate charging and/or Board ordered the employees, its and further ordered ployees’ reinstatement earnings and bene- them lost Tubari (1988). fits, We entered 287 N.L.R.B. 1273 enforcing NLRB v. its order. judgment (3d Cir.1989) Ltd., F.2d 590 (table). parties disputed the Because the Schwartz, (argued), Stephen J. Edelstein discriminatees, due the amount Edelstein, Pisano, Livingston, & Simon on the issue an hearing before held Tubari, N.J., Inc. for is- judge. The Board administrative law deducting Counsel, specification Hunter, compliance D. sued Jerry M. Gen. Counsel, backpay monies received Acting Deputy from the Frye, Gen. Randall activities. Tu- Armstrong, Deputy Associate discriminatees A. Aileen asserting that the Counsel, Donnelly, Supervi- then filed an answer Charles bari Gen. * Green, designation. sylvania, sitting by United States Clifford Scott Honorable Judge District of Penn- Eastern District any policies not entitled to effectuate the discriminatees were to rem- [the Act]” edy employer’s practices. to conduct a dili- unfair backpay since failed labor 160(c). exper- 29 U.S.C. Because its gent for suitable interim search § resolving disputes, tise labor see NLRB ment. *3 344, Seven-Up Bottling v. 344 U.S. hearing, compliance At the a Board offi- 346-47, 287, 289, 73 97 S.Ct. L.Ed. 377 cer testified that the discriminatees each (1953), enjoys the Board wide discretion in per from the Fur received week $150.00 fashioning remedial orders. Fibreboard 3, Local Food and Workers Union United Paper Corp. NLRB, Products v. 379 U.S. Workers, AFL-CIO, together Commercial 203, 216, 398, 406, 85 S.Ct. 13 L.Ed.2d 233 per money. lunch As a with week $25 (1964); Petrochemicals, Kenrich Inc. v. receiving money, condition for the un- NLRB, 400, (3d Cir.) (in banc), F.2d 405 907 picket ion the discriminatees to — denied, U.S. -, 509, cert. 111 S.Ct. p.m. every day, a from 7:30 a.m. to 3:00 (1990). particular, 112 L.Ed.2d 522 a compliance led offi- circumstance that reviewing backpay court will not disturb earnings” as “interim cer deem the $150 “ order ‘unless can be shown that the rather than strike benefits. While the patent attempt order is a to achieve ends stipulated Board’s General Counsel that fairly other than those can be said to none of the discriminatees searched ” policies effectuate the of the Act.’ Fibre employment, the administra- other interim board, 216, 379 U.S. at 85 at 406 S.Ct. judge determined tive law nevertheless (quoting Virginia Elec. & Power Co. they reasonably mitigated had dam- NLRB, 533, 540, 1214, 319 U.S. 63 S.Ct. backpay. ages and were thus entitled to 1218, (1943)); Phelps 87 L.Ed. 1568 Dodge 1991, 26, the Board issued a On June NLRB, 177, 194, Corp. v. agreeing supplemental decision and order 845, 852, (1941). 85 L.Ed. 1271 judge. with the administrative law While the Board is entitled to def Ltd., Inc., (1991). N.L.R.B. 86 The 303 No. erence, plenary we exercise review over true Board found that the “was Louton, Inc., questions of law. NLRB v. employment in the sense that the discrimi- (3d Cir.1987). 822 F.2d 414 The regular natee/picketers worked hours and findings Board’s of fact will be overturned paid specific weekly wage plus were if there is no substantial evidence in the expenses. lunch These were not mere record, whole, support considered as finding strike at 6. In benefits.” Id. Id.; 160(e) them. see also U.S.C. § properly mitigated the discriminatees had (“findings respect of the Board with losses, signifi- the Board deemed it questions supported by fact if substan cant that were unskilled laborers on the record considered as a tial evidence opined would not excuse conclusive”). whole shall be While we do seeking employment from workers judgment our for that of the substitute in another trade. Id. at 4-5. Board, may modify an order to we ensure petition Tubari has filed a to review the policies that it effectuates the of the Act. pursuant Board’s order to 29 U.S.C. Inc., Ambulette, 903 F.2d NLRB v. Future 160(f) and the Board has filed a cross- § (2d Cir.1990). petition pursu- for enforcement of its order After the amount of has 160(e). ant to section established, the burden shifts to the been employer produce evidence that would II. mitigate liability. Lundy Packing its Co. (4th Cir.1989); NLRB, DISCUSSION 856 F.2d NLRB, Iron Local etc. v. Workers A. (9th Cir.1986); F.2d NLRB v. may Carriers, Inc., Freight The Board “take such affirma Pilot including Cir.1979). employer tive action reinstatement of em 377 An meet ployees (and pay, with or without back as will this entitled to a de- burden thus be alia, B. by, gross backpay) inter

duction establishing employee has straightforward. argument Tubari’s through unjustifiably re- losses incurred argues accept- that the discriminatees’ It adequate fusing week, per roughly ance of $150 198-200, 61 S.Ct. Dodge, 313 U.S. at Phelps Tubari, weekly wage at did not ex- Further, employer need not at 854-55. from their to search for cuse them employee have would establish Therefore, since the employer employment, for the secured such attempt did not to seek even issue meets its burden on work, they mitigate dam- other failed has showing withdrawn backpay. ages and are not entitled to *4 According- employment the market. from recognized is a responds that there employer demonstrates ly, where the receipt of strike distinction between exercise reasonable employee did not benefits, from which are deductible diligence in his or her efforts to secure backpay, payment picket- in return for and employment, then has established view, in ing. In the Board’s the latter can mitigated properly has not employee certain circumstances constitute reasonable Workers, 804 damages. her Iron his or employment mitigation pur- for 1102; Carriers, 604 Freight F.2d at Pilot poses. 377. F.2d at that, suggests policy in turn employee type of work the reasons, picketing impermissible is an form depends upon his or her abilities. must seek employment mitigation pur of interim Generally, employee must seek interim poses, public policy contention that we a “substantially equivalent” employment mitigation first. The doctrine will address position of which he or she was unlaw law,” principle of is “rooted in an ancient deprived and that must fully EEOC, 219, Ford Motor Co. v. background person to a of like be suitable 3057, 3065, 231, 102 73 L.Ed.2d 721 S.Ct. experience employee. and to the NLRB v. omitted). (1982) (footnote inBut the con 1307, Inc., 472 F.2d 1318 Madison Courier practices discharges unfair text of labor I) (D.C.Cir.1972)(Madison (citing Courier is infused with federal labor the doctrine Co., Bottling NLRB v. Miami Coca-Cola law; private rights hence the vindication 569, (5th Cir.1966)); 360 F.2d 575 accord public policy. Ken is subordinate See Materials, NLRB, 862 Inc. v. Standard 406; Petrochemicals, rich 907 F.2d at 1188, (5th Cir.1989).1 F.2d 1192-93 While Courier, Inc., 505 F.2d NLRB v. Madison employee’s ef the reasonableness of an (Madison 391, (D.C.Cir.1974) 398 Courier seeking in is nor forts II). Frankfurter noted in As Justice mally by such factors as the determined as Phelps Dodge, the doctrine skills, employee’s and the economic climate healthy furthers “the applied labor law qualifications age, Lundy Packing, employ policy promoting production 629, if the has exer 61 at 855. ment.” 313 U.S. at S.Ct. diligence I, no whatsoever “the circum cised F.2d at 472 See also Madison Courier possi scarcity of a of work and the Accordingly, picketing stance while lawful bility combating that none would have been found a proper a means of be diligence irrele particular employer’s practic even with the use of is unfair labor I, es, fairly picketing F.2d at is vant.” Madison Courier 472 it cannot be said (quoting Bottling activity promotes production 116 and em 1319 American (1956)). ployment. N.L.R.B. VII, job analogous setting right backpay forfeits his if he refuses a

1. In an under Title Court, relying Supreme substantially on cases decided under equivalent to the one he was de- EEOC, the National Labor Relations Act has stated U.S. nied.” Ford Motor Co. that, ”[a]lthough unemployed ... claimant 3065-66, 231-32, L.Ed.2d 721 work, go accept need not demotion, into another line of a (1982) (footnotes omitted). demeaning position, a he or take money contingent received from union However, a discriminatee’s was the fact that picketing on it “was the nature of employment is inher securing employment,” for interim therefore discri- mitigation, method of ently questionable minatee entitled to less the necessarily indicate that does not received); Corp., amount Florida Steel picketing may Board’s determination (1978)(“The applicable N.L.R.B. patent “is a constitute settled that where strike bene- law well than those attempt to achieve ends other fits received a claimant constitutes fairly said to effectuate which can wages earnings resulting or from interim fact, courts of policies of the Act.” employment they proper are deductions long the Board have appeals as well as However, gross pay. from if these sums impli held, directly by necessary either represent flowing collateral benefits from cation, payments from union that where the association of the claimant with contingent upon pick are to a discriminatee Union, they deductible[.]”), enfd, are not earn eting, received are interim the sums (5th Cir.1978)(table). Thus, 586 F.2d 840 See, backpay. e.g., ings deductible holding prohibited that a discriminatee is F.2d Corp., 507 NLRB v. Laidlaw engaging all instances from Cir.1974) (affirming Board’s 1382-83 *5 satisfy to his or her backpay re deduct from sums refusal to duty mitigate contrary to to would be well- picketing union for since ceived from precedent may that the Board established not by the union were “monies disbursed backpay deduct from monies received for time”), contingent picketing on cert. de picketing.2 2656, 1042, nied, 45 422 U.S. 95 S.Ct. that, In this case the Board noted while Store, (1975); My v. L.Ed.2d 694 NLRB right statutory had a discriminatees Cir.1972) Inc., 1146, (7th F.2d 1150 468 protest practices unfair Tubari’s labor picket (payments received from union picketing, necessary through it was strike ing qualify as collateral “would ... object picketing in consider the of their earnings exempt as interim benefits determining they reasonably miti- whether to, precedent as a condition unless received Rather, gated the Board con- losses. for, picketing or other compensation or in traditional factors such as the sidered the denied, 910, services”), 410 U.S. 93 cert. skills, experience and rate of employees’ 965, (1973); Golay 35 L.Ed.2d 271 & S.Ct. these discrimina- pay. As the Board found NLRB, 290, 447 295 Cir. F.2d Co. unskilled, exercised properly it tees to be 1971) (“the properly decline to Board could determining picketing its discretion employees deduct from back benefits possibly have by the discriminatees could from union in the relevant received suitable interim been no period, employees since the furnished services, exchange picketing, such Although a discriminatee be denied, 404 payments”), cert. the union as a means of achiev justified picketing 737, 1058, L.Ed.2d 745 U.S. 30 mitigating employment and ing interim (1972); NLRB, Printing Florence Co. damages, the factual circumstances sur (same), (4th Cir.) F.2d 218-20 cert. 376 acceptance of rounding the discriminatees’ denied, S.Ct. thoroughly picketing employment must be (1967); L.Ed.2d 104 NLRB v. Rice Lake ques Accordingly, the narrow examined. (D.C.Cir. F.2d Creamery the Board presented tion here is whether 1966) (same); Freight NLRB v. Brashear determining its discretion abused 198, 199(8th Cir.1942) Lines, Inc., 127 F.2d employ picketing reasonable interim (same); Grocers, Superior considering the discriminatees Warehouse ment (1987) (since approximately of their Inc., earned 282 N.L.R.B. wages paid from its order 2. We note that to an extent Tubari has benefited precedent union to the discriminatees. this as the Board has deducted from earned, previously was hard- workers and did not wages, were unskilled ly comparable ordinary employment. for alternative work.3 look elsewhere Thus, merely recognized the court the set- supports its con- surprisingly, Not principles tled that a discriminatee is not picketing did not tention that the constitute seeking excused from employment with the cita- suitable interim on account of his or her activities I, a case tion of Courier which Madison and that strike are not benefits deductible rejecting decision set aside a Board’s 51; backpay. at 1322 n. See id. & id. arguments employer’s discrimina- Furthermore, at 1325. inasmuch as the mitigate. tees did not Madison Couri- court found that the discriminatees were er, paid the union the discriminatees strike workers, id. at this constitutes comparable” pri- “roughly to their benefits why it an additional reason failed to consid- pay, required weekly take-home but er whether could constitute suit- picket available for the discriminatees able, i.e., substantially equivalent, interim duties line and other strike-related usually per day, lasted about two hours through Saturday. Monday 472 F.2d at The Madison Courier I court also facts, considering n. 12. In these 1313 & sights” corollary discussed the “lower the court stated: doctrine, that, which holds practice that unfair strik- The fact labor unsuccessfully attempting for a rea not di- ers received strike benefits does period sonable of time to secure substan right pay, minish their to receive back tially equivalent employment, a dis providing otherwise made reason- sights” criminatee is to “lower his able efforts to locate suitable interim by seeking less remunerative work. See Likewise, ployment. the fact that such 1321; II, id. at Madison Courier *6 persons engaged picketing during in the 402-04; Mills, NLRB v. Southern Silk period automatically pay back does not Inc., Cir.), cert. negate right by to reimbursement denied, 28, 2 L.Ed.2d However, employer. like the re- (1957); SSI, Inc., Seattle Seahawks and benefits, ceipt picket of strike line activi- 27, 1991); (August 304 N.L.R.B. No. 78 ty does not relieve the discriminatees of. Systems Corp., Delta Data 293 N.L.R.B. obligation making the of ef- reasonable (1989). duty But the to lower one’s appropriate forts to obtain interim em- sights only reasonably arises after a dili ployment. gent similar to that search (footnotes omitted) (em- 472 F.2d at 1320 lost has been made. Doubts as to whether original). phasis understandably in or when a discriminatee must lower his or heavily statement, on this inasmuch relies sights against employ her the are resolved as of the in this case none discriminatees I, er. Madison 472 F.2d at 1321. Courier [any~\ “otherwise made efforts to locate Here Tubari contends that the discrimina employment.” suitable by tees incurred losses immediate Notwithstanding certain similarities be- ly accepting employment provided sig that case,

tween Madison Courier I and this nificantly they less remuneration than had they fundamentally, differ for there the Tubari, lowering received from an instant payments court assumed the union’s sights. wages were rather than benefits and never a discriminatee’s tension between considered whether could itself duty substantially equivalent inter- to seek This, constitute interim subsequent duty im and the course, completely understandable since stint, sights lower his or her after a yielding “reasonable” two-hour wages “roughly comparable” period what of time has been noted courts brief, expressly 3. The Board did not find that the 66% calculation in its a contention the approximately brief, discriminatees earned accepts 66% as it Board in its asserts that "the wages picketing. their former while What it did earned over still 65% of judge’s conclude was that the administrative law wages they would have received but for [Tu- finding paid that wages were almost of their unlawful action." bari's] high. was too Tubari has made 30, 1991) (“I (August in *32 find that it is by the Board. As stated Madison likely that if had re I: Courier [the discriminatee] paying] employ fused this offer of accepts significantly [lower If the discriminatee ..., Respondent defending ment would be after the dis- lower-paying work too soon backpay obligations that its should end be may in he be sub- question, crimination he employment.”).4 cause refused interim on the ject to a reduction back Thus, vagueness of the because of this willfully incurred a loss ground that he standard and the fact the doctrine ‘unsuitably’ low-paying by accepting an hand, compels illegal victims if discrimination to other ... he position. On the accept living, a lower standard of as as sights’ pas- well his fails ‘lower fairness,” questions other “serious Del sage period’ of unsuc- of a ‘reasonable Systems Corp., ta Data 293 N.L.R.B. at employment searching, he cessful the Board has indicated that “the right his held to have forfeited sights acknowledged to lower should be ground he on the reimbursement upon only the clearest evidence of abuse.” requisite effort failed to make Id. mitigate his losses.

472 F.2d at 1321. Notwithstanding vagueness of the standard, period of time” “reasonable we surprising not It is therefore are aware of no case which has determined to the particularly has been sensitive reasonably diligent an will sometimes fault a employers fact that accepting materially lesser-paying posi accepting lower-paying discriminatee where, here, tion he or she has not soon, yet if discriminatee did job too any substantially undertaken search for lowering his accept job, not such a for not equivalent employment.5 In this case the See, sights enough. e.g., soon Delta or her Corp., on Board relied Marlene Industries at 738 Systems Cory, Data 293 N.L.R.B. (1978), holding 234 N.L.R.B. (“in twist, wrongdoers ironic have been mitigation efforts rea discriminatees’ were monetary inspired to seek a reduction The Board noted that in Marlene sonable. grounds that a discriminatee’s liability on Industries, judge the administrative law acceptance paying job of a lower occurred adopted, decision was found that the whose [putting discriminatees in too soon ... a] ” job “presser” *7 do, discriminatee’s as a they they if if ‘damned damned don’t’ York, highly highly paid that he situation); so Stringfellow’s New — -, only presser Ltd., 2-CA-22439, required to seek No. NLRB would be 1120, mitigation.6 in 1991 NLRB LEXIS work order to establish WL previ- substantially Synthetic Textile less remunerative than his 4. See also Firestone Fibers and Co., (1973) (footnote reducing job provide 207 N.L.R.B. omit- not a basis for a ous does ted): 856 F.2d at 630. worker’s back award.” preface Of course a discriminatee should not reckless- ly accept this However the court was careful to paying employment. lower But his by noting pre- statement regard lightly judgment in that should not be viously diligent searches undertook "otherwise earnings. treated as a wilful loss of It must employment_” Id. at 629-30. for full-time required kept seek be in mind that he is Similarly, Corp., Chem Fab 275 N.L.R.B. 21 in employment, and that under certain suitable cites, (1985), Packing Lundy which the court required is to ‘lower his circumstances he sights’ finding adopted the of an administra- the Board accept less and less re- and desirable judge the two discriminatees did tive law Caught employment. munerative between earnings sought one not lose where pincers, a these two discriminatee who seeks employment employ- from or more different accepts employment good faith interim in sought from at least ers and the other work penalized anxiety for his should and, addition, made numerous visits to firms comply with the dictates of the Board and the unemployment office. Id. at 24 & n. the state courts, compelling or because he succumbs pressures, financial or even if he exercises comfortably employed or affluent what to may Industries, hasty judgment. like seem bad and 6.The discriminatee in Marlene here, accepted wages from the discriminatees Lundy Packing 5. The court in stated that "[a] interim the union for failure to retain interim is that the discriminatees Board has held Board here found discriminatee who accepts similarly “[accept- employment, unskilled and that suitable interim were even wage, continuing duty at a lower has no ing steady pay hand’ for a ‘bird the job. See, search for a more e.g., lucrative they earned in was less than what had Hazard, Ltd., F.E. 303 N.L.R.B. No. jobs unlawfully from which were dis- -, 1991 WL 1991 N.L.R.B. charged was not unreasonable.” Tubari 23, 1991) (“Once (July 880 at *4 LEXIS Ltd., Inc., 303 N.L.R.B. No. at 5. The legitimate discriminatee has embarked on a “the discriminatees’ earn- Board also found employment, course of interim there is no ings relatively small as to not so warrant duty to search for more lucrative interim earnings from the conclusion employment.”); Falls Sioux Stock Yards picketing activity do not constitute (1978) (“It 236 N.L.R.B. is mitigation.” Id. well established that an who ac- surely an unskilled discriminatee While cepts appropriate employment, not, not, need and should confine his or her pay, even at a rate of lower is not search for interim to the same (foot- employment.”) to search for better line of he work which or she was omitted).8 note Yet the determination as to terminated, adequately the Board did not particular whether a is consider whether discriminatees’ imme- “suitable” is often intertwined with the is- acceptance of a one-third reduction in diate sue of whether the discriminatee has exer- wages seeking without other work consti- diligence. Indeed, cised reasonable earnings. tuted a willful loss of Marlene significant Board’s decisions reflect fact- Industries, relies, on which the Board finding hearings efforts evalu- case, distinguishable. In that while it was ating diligence the discriminatee’s in seek- not unreasonable for the discriminatee to ing However, while engage paid picketing instead of his for- the Board and the courts have sanctioned a work, mer line of the Board noted that acceptance pay- discriminatee’s of a lesser only a there was difference $0.29 between ing job, we are aware of no case in hourly wages paid by the union and his discriminatee has been held to have reason- employer. 234 N.L.R.B. at 289.7 ably mitigated damages by immediately Moreover, in Marlene Industries lowering sights in his or her terms of re- Board found that the discriminatee made undergoing muneration without first a rea- diligent seeking efforts in other sonably diligent, good faith effort at secur- discharge ment after his as evidenced ing substantially equivalent employment. immediately sought the fact that he and Here the discriminatees made no effort at (non-picketing) obtained employment after substantially equivalent all to secure discharged ultimately he was secured a ployment, uphold and thus could we jobs during backpay peri- total of three only by significantly altering *8 od. Corp., Id. See also Chem Fab 275 equation rights responsibilities re- (rejecting N.L.R.B. at n. 19 contention garding mitigation following an unlawful that discriminatee incurred losses discharge. decline to do We that. where sought employment discriminatee result, reaching In our we realize that employers). from some 85 opinion may the Board’s be read as a find- is, course, requirement There no that ing picketing substantially was seeking in employment interim a discrimi- equivalent prior to the discriminatees’ em- equal greater wages natee must secure or ployment, as were unskilled and it Indeed, salary. than his or her former the would have been reasonable for them to here, contrast, approxi- 7. The difference altogether was ant is thereafter absolved ac- [from] mately per $2.23 hour. cepting subsequently comparable disclosed nor, matter, ployment continuing Seahawks, supra, 8. But Seattle 1991 WL cf. comparable employment to seek interim to the (although 991 N.L.R.B. LEXIS at *55 generalized extent that a search for it does not point discriminatee is entitled at a to lower his disrupt a more realistic effort to locate less sights, point or her "at no has it been held that remunerative, certain, work”). but more lowered, sights once a claimant’s are that claim- paying job” But than the discriminatees’ former accepted range of work. have wide acceptance employment, of a we are at an in the immediate absolute loss to our view pay in without under- reduction understand the basis for that character- one-third employ- ization, alternative taking any search for for a one-third reduction in earn- ment, line of either in the same work ings by any is substantial reasonable stan- elsewhere, the discrimina- indicates Thus, sights dard. unless the lower doc- reasonably diligent. were not tees’ efforts here, applied trine could be is which not the Workers, F.2d at 1102. We Iron See employees case because the have not un- regard point out in this further reasonably search, diligent dertaken a un- very fact that the discriminatees were picketing possibly regarded cannot be as may have made it easier for them to employment. suitable We bolster substantially equivalent employment.9 find our conclusion that the discriminatees did diligence by not exercise reasonable our recognize that a court or the

We recognition ques- in judgment in viewing in a discriminatee’s which, picketing activity necessarily tion while not accepting unreasonable, Nonetheless, hindsight. itself does not further the clarity has the very primary policies underlying that a discrimina- it is for this reason diligence by only reasonable tee need show doctrine. securing suit- making good faith effort that, Finally although we note Moreover, as we able interim proof has submitted that other work indicated, any doubt is resolved have normally was available and it is the em- is, all, employer against the who ployer’s burden establish this element of

wrongful party backpay inquiry. in a mitigation, as we have indicated above this case, picketing at the context of this while where, here, is irrelevant as the discrimina- per week would have been reasonable $150 comparable tees made no search for inter- having for an unskilled worker after made I, im Madison Courier (or process making) while in the reason- 1319; Seahawks, F.2d at accord Seattle better-pay- ably diligent securing efforts at supra, 1991 WL 1991 NLRB LEX- work, ing we are confident that a discrimi- IS at *56-*57.10 accepts immediately natee who a one-third pay making any reduction in without effort III. to secure alternative suitable interim em- CONCLUSION ployment has not exercised reasonable dil- petition igence. Accordingly, for review will While the Board its brief char- supplemental slightly granted as “a lower and the Board’s acterizes the argument, explored question At as mediate one-third reduction in constituted a oral we bright employ- to whether there could be a line drawn reasonable search suitable wage determining percentage prior of the ment and that the fact that this represented by wage, per the interim so as se to activity happened to be is irrelevant in substantially equivalent employment. constitute However, the context of unskilled workers. line, We are not able to draw that but wherever above, mitigation doc- discussed in view of the be, we are satisfied that the reduction in underlying policy furthering produc- trine’s significant pay in this case was so entirely employment, ap- we think it tion and discriminatees were not relieved of the obli- mitiga- assessing propriate a discriminatee’s gation slightest make the effort find sub- the fact that the tion efforts to consider stantially equivalent employment. Thus, picketing. question we have ment in *9 way requirement the established no altered concluding ”disregard[ed] 10. In that we have mitigating damages applies of which to both authority places duty the well-settled which the and unskilled workers alike. While we showing mitigate employ- of er[,]" a failure on the recognize that individuals will take different dissent at the dissent overlooks the vocations, steps depending upon we mere- their equally authority well-settled which holds that that, (1) ly by accepting a substantial re- hold establishing employer by an meets this burden (2) picketing for activities and duction in that the discriminatee has incurred (3) undergoing any other search for by without withdrawing employment losses from the comparable employment, by the discriminatees failing market or otherwise to make a rea- satisfactorily mitigate their this case did not sonable search for suitable interim essence, damages. In the dissent would hold that an im- 460 comparable em- awarding backpay less made no search for interim decision and order unlawfully ployment. being After dis- earnings set aside and we will be sought charged, employees decision and these unskilled deny of the

will enforcement accepted paid picketing positions. order. They picket and did in were GREEN, Senior CLIFFORD SCOTT p.m. picket daily from 7:30 a.m. to 3:30 fact dissenting. Judge, District In consideration for their services compensated per were at a rate of $150.00 (1) acknowledges: it is majority theAs plus per for lunch mon- week week $25.00 payments from a that “where well-settled the ey. The Board reduced the amount of contingent discriminatee are union to a employee by giving award to each are inter upon picketing, the sums received earnings for the full amount of re- credit earnings backpay.” im deductible ($175.00 week). these facts ceived Since (citations omitted); (2) the Majority at 455 undisputed, finding majority of the are the mitigate establishing failure to of burden employees for that the made no search employ employer rather than the is on the comparable employment is without (citing Lundy Packing Id. at 453-54 ee. evidentiary support. NLRB, Co. v. 629 Cir. 118, etc. v. 1989); Iron Local Workers finding support Nor the evidence will NLRB, (9th Cir.1986); F.2d 1102 804 accepted that the unskilled Carriers, Inc., 604 Freight NLRB Pilot V. majority suggests was not suitable. The (5th Cir.1979)); (3) employ F.2d productive employ- is not “establishing by that ment; however, er meets this burden does not conclude willfully incurred losses the has type employment accepted the of was un- through unjustifiably refusing adequate employees. In- suitable for these unskilled Id. employment.” (emphasis stead, add- majority the focuses on the amount (citing Phelps Dodge, ed) received, compensation essentially 313 U.S. con- 845, 854-55, 198-200, evidence, L.Ed. cluding, 61 S.Ct. without (1941)); (4) exper- possibly done that because of its ees could have better. conclusion, tise, majority dis- reaching National Labor Rela- this the decisions (the Board) regards authority fashioning reme- the well-settled tions Id. showing a failure to places dial relief are entitled to deference. Seven-Up Bottling NLRB mitigate employer. (citing on the 287, 289, 344, 346-47, U.S. relieving majority’s justification Paper Fibreboard (1953); 97 L.Ed. 377 employees Tubari of its burden is that the Corp. NLRB, Products market withdrew from the 398, 406, (1964)). S.Ct. 13 L.Ed.2d continuing other not seek Tubari, acknowledging denying I reason for

After find the stated produce remedy for the unlaw- employer, failed to evidence that available, major- ful to be merit other conduct of Tubari without where, here, ity as the discriminatees ceased finds the failure irrelevant because employees continue search for alternative em- did not search additional em- ployment, ployment only accepting the Board the full-time concludes Moreover, positions. finding paid picket- erred in that full-time with- ing finding surprising is since the ma- work constitutes suitable interim em- drawal acceptable jority acknowledges employees ployment dam- ages accepted to decline the for Tubari’s violation of the National were not free (the Act). ployment peril being I total- except Labor Relations Act Because at the holding majority ly of the fail- compensation believe that the of the denied because evidence, damages. supported by disregards mitigate ure to authority, give established and fails majority, wrong- In the view of the these proper expertise deference to the of the fully employees are discharged, unskilled Board, respectfully I dissent. *10 Act remedy barred from their under the not, support majori- working day, The record does not all because did ty’s finding employees night. of It is fact these seek alternative at

4gl significant majority cites no au- relevant factors and concluded that the dis- thority placing such a burden on the criminatees mitigated damages had by ac- Indeed, the cases cited victims. cepting suitable interim employment which majority opposite. majority hold the paid at least of their wages. recognizes that the established case law The supported Board’s decision is by the holds that a discriminatee has no to record and established authority. The deci- continually equal search for sion is entitled to my deference and in greater pay. Majority (citing at 458 opinion the order of the Board should be Hazard, Lt., F.E. 303 N.L.R.B. No. enforced. -, 1991 N.L.R.B. WL LEX- 23, 1991) (“Once (July *4 IS 880 at a discri- legitimate

minatee has embarked on a employment,

course of interim there is no

duty to search for more lucrative employment”); Sioux Falls Stock Yards MODY, Jamshid R. as Administrator ad (1978) (“It 236 N.L.R.B. Prosequedum for the Heirs-at-Law of employee well established that who ac- Mody, Navroze Deceased and as Ad cepts appropriate employment, ministrator of the Estate of Navroze pay, even at a lower rate of is not Mody, Deceased (foot- employment.”) to search for better omitted)). Still, note in the face of these HOBOKEN, The CITY OF Ki Lieutenant legal principles, majority established ley, Cahill, George Crimmins, Thomas concludes that the discriminatees did not Acevedo, parent Miriam and natural properly mitigate damages. This con- guardian defendants, Luis Acevedo obligation clusion relieves Tubari of its Acevedo, Acevedo, and William Luis compensate wrongdoing the victims of its Acevedo, Gonzalez, William “John” fic deprives employees of their reme- representing par titious first name dy- guardian defendant, ent and natural I employees believe that unskilled will Gonzalez, Ralph Ralph Gonzalez, John find majority’s requirement for mitiga- Padilla, first name fictitious intended virtually impossible tion to be a obstacle representing parent the name of the quest meaningful overcome for a guardian defendant, and natural remedy. Unfortunately, majority does Padilla, Luis Luis Padilla. clearly employ- inform these unskilled steps ees of the additional that must be mitigate damages. Perhaps pro-

taken to CRIMMINS, George Third highly fessional or will be Party Plaintiff, requirement by retaining able to meet the employment consultant, the services of an IMPERIAL AND CASUALTY INDEM- sending resumes, out or ar- CO., Corporation doing NITY ranging prospective with a employer a mu- Jersey, business in New tually convenient time for an Of interview. course, the unskilled laborer has no such Mody, Appellant. Jamshid R. options; for the unskilled laborer No. 91-5407. ment usually by reporting is obtained site, day, Appeals, the work at the United States Court of start the work prepared to Clearly, work. Third discrimina- Circuit. employed

tees from 7:30 A.M. to 3:30 P.M. 12(6) Submitted Under Third Circuit Rule could report. not so The National Labor Jan. 1992. Board, experienced Relations mat- labor Decided March ters, apparently recognized op- the limited portunity for employees unskilled to both

work full time and seek alternate interim

employment. The Board assessed all the