organization requests an LPA; (3) the labor organization and service provider enter into LPA negotiations; .and (4) the service provider makes concessions acceptable to the union, which may be totally unrelated to preventing strikes. If a service provider’s employees are not already unionized, once a labor organization secures an LPA, the labor organization must then (5) become the certified bargaining representative of the service provider’s employees through NLRB elections. Compared to simple, contract-based incentives, see id., section 25 certainly seems a roundabout way to minimize labor disruptions at LAX. These tailoring problems suggest that section 25’s “manifest purpose and inevitable effect” may not be to protect the City’s proprietary interest in the airport at all. See id. (<HOLDING>); see also Hotel Emps. & Rest. Emps. Union,
holding that it is prejudicial to indicate to the jury that the plaintiff has or may have another remedy   holding that it may not holding that tailoring problems may indicate a regulatory purpose holding that any irregularities must indicate discriminatory hiring practices holding that an employers awareness of plaintiffs past medical problems does not establish that it regarded her as disabled