NLRB Region 13 Yet Again Sides with the Union, Finds Merit with ULP Charge Filed Against Keurig Dr Pepper

Region 13 of the National Labor Relations Board has found merit with an unfair labor practice charge filed in August by Teamsters Local 727 against the American Bottling Company, a Keurig Dr Pepper subsidiary.

The Union’s charge initially stems from the Company’s refusal to bargain with Local 727 over the first collective bargaining agreement covering Northlake-based Sales Service Representatives (SSRs) and account managers after NLRB Regional Director Peter Sung Ohr ruled last month in the Union’s favor—overruling each of the five objections Keurig Dr Pepper filed in regards to the salesmen’s recent representation election—and certified Local 727 as the sole collective bargaining representative for SSRs and account managers.

Though the NLRB has found merit with Local 727’s charge, it has informed the Union that it will be holding off on further proceedings until the Labor Board has responded to Keurig Dr Pepper’s request for the Board to review the Regional Director’s initial decision to include SSRs in the bargaining unit.

“While this has been a long process, the end is in sight.  The Union looks forward to jumping into negotiations and securing a strong first CBA for SSRs and account managers,” said John Coli, Jr., Secretary-Treasurer of Local 727.  “While we await the Labor Board’s decision, I urge all salesmen to continue to reach out to Caleen and Don and report any and all incidences of suspected unlawful behavior.  Only by remaining vigilant can we hold Keurig Dr Pepper accountable for their actions.”

Local 727 will continue to update members on developments related to the multiple ULP charges that remain pending against Keurig Dr Pepper.

Anyone wishing to report suspected management misbehavior or with questions should contact Local 727 Lead Business Representative Caleen Carter-Patton at (847) 696-7500 or [email protected] or Local 727 Organizer Don Leiva at (773) 331-1432 or [email protected].

Nothing in this article should be read as the union’s waiver of any legal argument, position or grievance(s), or as a waiver of any rights, arguments, or defenses under any contract, collective bargaining agreement, or applicable law.  The union does not forfeit its right to make any and all supplemental arguments.

Category: BEVERAGE