Summary: This lawsuit involves Ronald K. Hooks, the Regional Director of the Nineteenth Region of the National Labor Relations Board (NLRB), as the plaintiff, and Starbucks Corporation as the defendant. The plaintiff is seeking preliminary injunctive relief under § 10(j) of the National Labor Relations Act, alleging that the defendant has engaged in acts and conduct that violate §§ 8(a)(1) and (3) of the Act, which prohibit employers from discharging employees for engaging in union and protected concerted activities. The plaintiff is petitioning the United States District Court for the Western District of Washington for temporary relief or a restraining order. The defendant, Starbucks Corporation, is a Washington corporation headquartered in Seattle and operates over 17,000 public restaurants throughout the United States. The plaintiff alleges that the defendant has engaged in unfair labor practices, including consolidating three stores into a "Heritage District" and failing to rehire a significant number of employees, granting raises and benefits to some employees while denying them to others, and engaging in this conduct to discourage union and/or protected concerted activities. The plaintiff argues that these actions interfere with employees' rights guaranteed by the Act and constitute discrimination in violation of the Act. An administrative hearing is scheduled to be conducted before an administrative law judge of the NLRB. The plaintiff argues that there is a substantial likelihood of success in proving the allegations and that injunctive relief is necessary to prevent frustration of the NLRB's remedies. The plaintiff requests that the court issue an order restraining the defendant from engaging in the alleged unfair labor practices and requiring the defendant to take affirmative actions to restore business operations, offer reinstatement to affected employees, and provide wage increases and benefits. In addition to the injunctive relief sought, the NLRB has also requested that the defendant provide translations in other languages, as determined by the NLRB's Regional Director, for effective communication to the defendant's employees at the three downtown Seattle stores. These translations are to be provided by the defendant at their own expense and approved by the Regional Director. The defendant is also required to post the translations on bulletin boards, in breakrooms, and other places where notices are typically posted for employees at each store. The defendant must maintain these postings during the NLRB's administrative proceedings, free from obstructions and defacements, and grant all employees free and unrestricted access to the postings. Agents of the NLRB are granted reasonable access to each worksite to monitor compliance with the posting requirement. Within seven days of the resumption of the defendant's business operations as it existed prior to May 6, 2022, the defendant is required to mail copies of the Injunction Order, specifying the relief granted, to all employees employed at the three downtown Seattle stores during the specified time period. Electronic copies of the Injunction Order, along with translations in other languages as necessary, are also to be distributed to all employees via email, text message, and all intranet or internet sites or applications used by the defendant to communicate with employees. Within seven days of the resumption of the defendant's business operations, the defendant is required to convene one or more mandatory meetings at the three downtown Seattle stores. These meetings are to be held during working time and at times when the defendant customarily holds employee meetings to ensure the widest possible attendance. During these meetings, the Injunction Order specifying the relief granted is to be read to the employees by the Store Manager or a responsible defendant official in the presence of a Board agent. Alternatively, a Board agent may read the order in the presence of the Store Manager. The defendant is also required to provide interpreters at their expense for individuals whose language of fluency is other than English. The Union is to be given reasonable notice and opportunity to have a representative present during the reading of the order. Within twenty-one days of the issuance of the Injunction Order, the defendant is required to file a sworn affidavit with the District Court and submit a copy to the Regional Director of the NLRB. The affidavit should detail the defendant's compliance with the terms of the Injunction Order.