to support the Board’s determination that the union
discriminated against Buban by failing to refer him for
work. Third, the union claims that, even if it did operate
an exclusive hiring-hall, substantial evidence does not
exist to support the Board’s finding that the union vio-
lated the NLRA by failing to provide Buban with infor-
mation concerning the union’s job referral practices.
In reviewing a National Labor Relations Board order,
we review the Board’s legal determinations for a reason-
able basis. Sears, Roebuck & Co. v. NLRB, 349 F.3d 493, 502
(7th Cir. 2003). The Board’s legal conclusions “must be
upheld unless they are irrational or inconsistent with the
[NLRA].” ATC Vancom of Cal., L.P. v. NLRB, 370 F.3d 692,
695 (7th Cir. 2004) (citation and quotation omitted).
We review the Board’s factual findings under a “sub-
stantial evidence” standard. Sears, 349 F.3d at 502. Factual
findings must be supported by “such relevant evidence
that a reasonable mind might accept as adequate to
support the conclusions of the Board.” L.S.F. Transp., Inc. v.
NLRB, 282 F.3d 972, 980 (7th Cir. 2002). In making this
determination, “[t]he presence of contradictory evidence
is not of consequence as long as substantial evidence
supports the Board’s decision.” Id. The Board’s deter-
minations of witness credibility are subject to a par-
ticularly deferential standard; they are contravened only
“in extraordinary circumstances.” FedEx Freight E., Inc.
v. NLRB, 431 F.3d 1019, 1026 (7th Cir. 2005).
Where, as here, the Board adopts an ALJ’s findings of
fact and conclusions of law, the court will review the
judge’s determinations under the same standard. Sears,
349 F.3d at 508.