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Altoona Hospital

270 N.L.R.B. 1179 (N.L.R.B. 1984)
Altoona Hospital

12 Cited authorities

  1. Detroit Edison Co. v. Nat'l Labor Relations Bd.

    440 U.S. 301 (1979)   Cited 227 times   20 Legal Analyses
    Holding that NLRB erred in requiring employer to disclose performance test scores of employees as information for collective bargaining, regardless of employee consent, because of the sensitive nature of the test scores

  2. Nat'l Labor Relations Bd. v. Acme Industrial Co.

    385 U.S. 432 (1967)   Cited 265 times   4 Legal Analyses
    Approving "discovery-type standard"

  3. Emporium Capwell Co. v. Western Addition Community Organization

    420 U.S. 50 (1975)   Cited 125 times   2 Legal Analyses
    Holding that wildcat strikers are bargaining separately and are therefore not protected by the NLRA

  4. N.L.R.B. v. Interboro Contractors, Inc.

    388 F.2d 495 (2d Cir. 1967)   Cited 80 times   1 Legal Analyses
    In NLRB v. Interboro Contractors, Inc., 388 F.2d 495, 500 (2d Cir. 1967), the Court of Appeals for the Second Circuit stated that the efforts of an individual employee acting alone to enforce the provisions of a collective bargaining agreement may be deemed "concerted," and thus protected, at least when the individual's interpretation of the agreement has a reasonable basis.

  5. Dreis Krump Mfg. Co., Inc. v. N.L.R.B

    544 F.2d 320 (7th Cir. 1976)   Cited 48 times   1 Legal Analyses
    Upholding Board's refusal to defer on ground that award would violate employee's ยง 7 rights.

  6. Crown Central Petroleum Corp. v. N.L.R.B

    430 F.2d 724 (5th Cir. 1970)   Cited 40 times
    In Crown Central Petroleum Corp. v. NLRB, 430 F.2d 724 (5th Cir. 1970), which the Board cites, the Fifth Circuit focussed on the context of the misconduct as the key to deciding whether the misconduct was protected by the Act.

  7. Ramsey v. N.L.R.B

    327 F.2d 784 (7th Cir. 1964)   Cited 44 times
    In Ramsey v. NLRB, 327 F.2d 784 (7th Cir.) cert. denied, 377 U.S. 1003, 84 S.Ct. 1938, 12 L.Ed.2d 1052 (1964), the Seventh Circuit declared that "[t]here is no statutory or constitutional right to be present at an arbitration hearing," rejecting the employee's contention that his rights were denied since he was not given notice of the arbitration hearing and did not appear there. The court specifically noted that the facts showed "that the company fully and adequately defended [the employee's] rights at the hearing."

  8. Jeannette Corp. v. N.L.R.B

    532 F.2d 916 (3d Cir. 1976)   Cited 25 times   2 Legal Analyses
    Sustaining the Board's finding that the employer's rule broadly prohibiting wage discussions was an unfair labor practice under ยง 8, reasoning that "wage discussions can be protected activity and that an employer's unqualified rule barring such discussions has the tendency to inhibit such activity"

  9. N.L.R.B. v. General Warehouse Corp.

    643 F.2d 965 (3d Cir. 1981)   Cited 19 times
    In NLRB v. General Warehouse Corp., 643 F.2d 965 (3d Cir. 1981), the arbitrator stated in a written opinion that a grievant was dismissed for just cause and denied his grievance without discussing other possible motives for the grievant's discharge. Under these circumstances, the court overruled deferral by the Board because the arbitral finding did not encompass unfair labor practice issues.

  10. Hammermill Paper Co. v. N.L.R.B

    658 F.2d 155 (3d Cir. 1981)   Cited 14 times
    Holding that where contract does not authorize employer's selective discharge of union officials, discharge violates section 8