Universal Camera Corp. v. Nat'l Labor Relations Bd.

Holding that court may not "displace the Board's choice between two fairly conflicting views, even though the court would justifiably have made a different choice had the matter been before it de novo "

Nat'l Labor Relations Bd. v. Transportation Management Corp.

Holding that the employer bears the burden of negating causation in a mixed-motive discrimination case, noting "[i]t is fair that [the employer] bear the risk that the influence of legal and illegal motives cannot be separated."

National Labor Rel. B. v. Kentucky R. Comm. C

Holding that the burden of proving a statutory exception generally falls on the party who claims a benefit

Republic Aviation Corp. v. Board

Finding an absence of special circumstances where employer failed to introduce evidence of "unusual circumstances involving their plants."

Nat'l Labor Relations Bd. v. Health Care & Retirement Corp. of America

Holding that "the Board's test is inconsistent with both the statutory language and th[e] Court's precedents"

Lunney, an Infant v. Prodigy Services Co.

N.L.R.B. v. Wright Line, a Div. of Wright Line, Inc.

Holding that the "but for" test applied in a "mixed motive" case under the National Labor Relations Act

N.L.R.B. v. Calkins

Recognizing that Nevada law does not extend special protection to free speech interests at the expense of a private store owner's property interest

Hendrix Manufacturing Company v. N.L.R.B

Permitting the Board to consider the employer's clear expression of opposition to the union as background in order to determine motivation for management's conduct

Ryder Truck Rental v. N.L.R.B

Finding that an employer's explanation that it discharged an employee because the employee falsified maintenance reports was pretextual because the employer had never discharged other employees based on this offense and the employer had instructed employees to falsify maintenance reports

Section 152 - Definitions

Defining a supervisor to include “any individual having authority . . . to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibly to direct them, or to adjust their grievances, or effectively to recommend such action, if in connection with the foregoing the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment”