ORDER
_________________________________ Before MATHESON, BACHARACH, and PHILLIPS, Circuit Judges. _________________________________
This matter is before the Court on the application for enforcement and proposed judgment submitted by petitioner National Labor Relations Board. The application for enforcement is granted and the proposed judgment filed on July 7, 2026 is adopted by the court and attached to this order.
Entered for the Court
Per Curiam
FILED
United States Court of Appeals Tenth Circuit
August 4, 2026
Christopher M. Wolpert Clerk of Court
Appellate Case: 26-9560 Document: 6-1 Date Filed: 08/04/2026 Page: 1
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UNITED STATES COURT OF APPEALS
FOR THE TENTH CIRCUIT
NATIONAL LABOR RELATIONS BOARD
Petitioner
v.
TITAN MEDICAL CENTER LLC,
Respondent
:
:
: No. 26-9560
:
: Board Case No.:
: 14-CA-347704
:
:
JUDGMENT
Before MATHESON, BACHARACH, and PHILLIPS, Circuit Judges. This cause was submitted upon the application of the National Labor Relations Board for summary entry of a judgment enforcing its order of March 4, 2026, in Board Case No. 14-CA-347704, against Titan Medical Center LLC, its officers, agents, successors, and assigns, and the Court having considered the same, it is hereby
ORDERED AND ADJUDGED by the Court that the Respondent, Titan Medical Center LLC, its officers, agents, successors, and assigns, shall abide by said order (See Attachments).
Entered for the Court
Per Curiam
DATED: August 4, 2026 Appellate Case: 26-9560 Document: 6-1 Date Filed: 08/04/2026 Page: 2
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NATIONAL LABOR RELATIONS BOARD
v.
TITAN MEDICAL CENTER LLC,
ORDER
The National Labor Relations Board orders that the Respondent, Titan Medical Center, Wichita, Kansas, its officers, agents, successors, and assigns, shall take the following affirmative action necessary to effectuate the policies of the Act.
(a) Remit to the Region the amount set forth in the settlement agreement approved by the Regional Director for Region 14 on January 2, 2025, on behalf of Claire Staggs, in accordance with the settlement agreement.
(b) Complete and sign the "Report on Backpay Paid Under the National Labor Relations Act" allocating backpay to the appropriate calendar year in which the backpay was made and provide a form W-2 to the Region.
(c) Post at the Respondent's facility, and electronically distribute to all current and former employees who were employed at its facility at any time since August 1, 2024, via email, the notice that the parties agreed to post as part of the settlement agreement. The notice shall be posted in the same manner as agreed to in the settlement agreement.
(d) Remove all references in the Respondent's files of Claire Staggs' discharge, send a letter on the Respondent's letterhead to Claire Staggs indicating that all references to her discharge have been removed from the Respondent's file, and provide a neutral job reference for Claire Staggs if asked by prospective employers.
(e) Rescind the work rules "Open Communication Policy," "Customer Relations," paragraphs 1, 14, 27, and 29 of the "Unacceptable Activities," "Post- Employment Inquiries," "Computers, Electronic Mail, and Voicemail Usage Policy," "Social Networking Policy," "Communicating and Relating with Patients," and "Congregation in Public Areas," from its employee handbook, and notify all employees that these rules have been rescinded. Appellate Case: 26-9560 Document: 6-1 Date Filed: 08/04/2026 Page: 3
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(f) Within 21 days after service by the Region, file with the Regional Director for Region 14 a sworn certification of a responsible official on a form provided by the Region attesting to the steps that the Respondent has taken to comply. Appellate Case: 26-9560 Document: 6-1 Date Filed: 08/04/2026 Page: 4
APPENDIX
NOTICE TO EMPLOYEES
POSTED PURSUANT TO A JUDGMENT OF
THE UNITED STATES COURT OF APPEALS ENFORCING
AN ORDER OF THE NATIONAL LABOR RELATIONS BOARD
An Agency of the United States Government The National Labor Relations Board has found that we violated Federal labor law and has ordered us to post and obey this notice.
THE NATIONAL LABOR RELATIONS ACT GIVES
YOU THE RIGHT TO:
Form, join, or assist a union Choose representatives to bargain with us on your behalf Act together with other employees for your benefit and protection Choose not to engage in any of these protected activities. WE WILL NOT interfere with, restrain, or coerce you in the exercise of the above rights.
Y OU HAVE THE RIGHT to discuss wages, hours, and working conditions with other employees and WE WILL NOT do anything to interfere with your exercise of that right.
W E WILL NOT tell you that you cannot discuss your wages, hours, or working conditions with your coworkers, or that we are firing you because you discussed your wages, hours, or working conditions with your coworkers. WE WILL NOT fire employees for discussing their wages, hours, or working conditions with their coworkers.
W E WILL NOT maintain an "Open Communication Policy" which interferes with your exercise of rights under Section 7 of the Act.
W E WILL NOT maintain a rule about "Customer Relations" which interferes with your exercise of rights under Section 7 of the Act.
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WE WILL NOT maintain a rule about "Unacceptable Activities" which interferes with your exercise of rights under Section 7 of the Act. W E WILL NOT maintain a rule about "Post-Employment Inquiries" which interferes with your exercise of rights under Section 7 of the Act. W E WILL NOT maintain a "Computers, Electronic Mail, and Voicemail Usage Policy" which interferes with your exercise of rights under Section 7 of the Act. W E WILL NOT maintain a "Social Networking Policy" which interferes with your exercise of rights under Section 7 of the Act.
WE WILL NOT maintain a rule about "Communicating and Relating with Patients"
which interferes with your exercise of rights under Section 7 of the Act. W E WILL NOT maintain a rule about "Congregation in Public Areas" which interferes with your exercise of rights under Section 7 of the Act. W E WILL NOT in any like or related manner interfere with your rights under Section 7 of the Act.
W E WILL rescind our rules titled "Open Communication Policy," "Customer Relations," "Post-Employment Inquiries," "Computers, Electronic Mail, and Voicemail Usage Policy," "Social Networking Policy," "Communicating and Relating with Patients," "Congregation in Public Areas," and paragraphs 1, 14, 27, and 29 of the rule titled "Unacceptable Activities," which can be read to limit employees from discussing their terms and conditions of employment with other employees, and WE WILL notify employees in writing that we have done so. W E WILL pay Claire Staggs, who waives any right to reinstatement to her job, for the wages and other benefits she lost because we fired her, and WE WILL make her whole for reasonable search-for-work and interim employment expenses and any direct and foreseeable economic harm resulting from her discharge. WE WILL remove from our files all references to the discharge of Claire Staggs and WE WILL notify her in writing that this has been done and that the discharge will not be used against her in any way, and that if a job reference for Claire Staggs is requested, WE WILL provide a neutral job reference.
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TITAN MEDICAL CENTER LLC
The Board's decision can be found at https://www.nlrb.gov/case/ 14-CA-347704 or by using the QR code below. Alternatively, you can obtain a copy of the decision from the Executive Secretary, National Labor Relations Board, 1015 Half Street, S.E., Washington, D.C. 20570, or by calling (202) 273-1940. Appellate Case: 26-9560 Document: 6-1 Date Filed: 08/04/2026 Page: 7