With no explanation, chose the best option from "A", "B", "C" or "D". Inc. v. NLRB, 612 F.2d 728 (3d Cir. 1979), cert. denied, 449 U.S. 890, 101 S.Ct. 247, 66 L.Ed.2d 115 (1980), rejected the Board’s conclusion that it was an unfair labor practice for an employer to discharge union officials who disobeyed a contract term requiring union officials to take positive steps to terminate contractually forbidden strikes. As the same court later noted, in a summary of the Gould decision, “where a collective bargaining agreement explicitly requires union officers and representatives to use every reasonable effort to terminate an unauthorized ‘work stoppage,’ an employer may single out for disciplinary discharge a union steward who fails to take affirmative steps to terminate that work stoppage.” Hammermill Paper Co. v. NLRB, 658 F.2d 155, 163 (3d Cir. 1981) (<HOLDING>). The Seventh Circuit has reached the same

A: recognizing tort of wrongful discharge
B: holding that where contract does not authorize employers selective discharge of union officials discharge violates section 8a3
C: holding that discharge of employee for having distributed expired drugs at employers direction did not violate clear mandate of public policy because the discharge implicated only the private interests of the parties
D: holding that where the immediate cause or motivating factor of a discharge is the employees assertion of statutory rights the discharge is discriminatory under section 215a3 whether or not grounds for other discharge exist
B.