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Amnesty International USA

368 N.L.R.B. 112 (N.L.R.B. 2019)
Amnesty International USA

17 Cited authorities

  1. Burlington Indus., Inc. v. Ellerth

    524 U.S. 742 (1998)   Cited 7,225 times   93 Legal Analyses
    Holding that an employer is not liable for a hostile work environment created by one of its employees when "the employer exercised reasonable care to prevent and correct promptly any sexually harassing behavior, and . . . the plaintiff employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to avoid harm otherwise"

  2. Nat'l Labor Relations Bd. v. J. Weingarten, Inc.

    420 U.S. 251 (1975)   Cited 434 times   64 Legal Analyses
    Holding that an employer commits an unfair labor practice by compelling an employee to attend an investigatory meeting that could lead to discipline without allowing the employee to bring a union witness

  3. Forkkio v. Powell

    306 F.3d 1127 (D.C. Cir. 2002)   Cited 422 times   1 Legal Analyses
    Holding that while "supervision" may have caused an employee "subjective injury," it did not "objectively harm his working conditions or future employment prospects"

  4. Glatt ex rel. Situated v. Fox Searchlight Pictures, Inc.

    791 F.3d 376 (2d Cir. 2015)   Cited 240 times   53 Legal Analyses
    Holding that plaintiff bears burden of showing that predominance requirement is met

  5. Eastex, Inc. v. Nat'l Labor Relations Bd.

    437 U.S. 556 (1978)   Cited 196 times   13 Legal Analyses
    Holding that a newsletter that "urg[ed] employees to write their legislators to oppose incorporation of the state 'right-to-work' statute into a revised state constitution," "criticiz[ed] a Presidential veto of an increase in the federal minimum wage and urg[ed] employees to register to vote" was protected concerted activity

  6. Labor Board v. Borg-Warner Corp.

    356 U.S. 342 (1958)   Cited 296 times   1 Legal Analyses
    Holding employer's insistence on a ballot clause was an unfair labor practice under § 8 because it was a non-mandatory subject of bargaining and it "substantially modifies the collective-bargaining system provided for in the statute by weakening the independence of the 'representative' chosen by the employees. It enables the employer, in effect, to deal with its employees rather than with their statutory representative."

  7. Solis v. Laurelbrook Sanitarium & Sch.

    642 F.3d 518 (6th Cir. 2011)   Cited 76 times   7 Legal Analyses
    Holding that “[s]tudents engage[d] in courses of study that have been considered and approved of by the state accrediting agency” were not employees of the eldercare facility in which they worked

  8. Schumann v. Collier Anesthesia, P.A.

    803 F.3d 1199 (11th Cir. 2015)   Cited 45 times   8 Legal Analyses
    Holding that a pronouncement in a DOL Field Operations Handbook was entitled to Skidmore deference "at most"

  9. Benjamin v. B & H Educ., Inc.

    877 F.3d 1139 (9th Cir. 2017)   Cited 37 times   8 Legal Analyses
    Holding that district court did not abuse its discretion in striking declarations because plaintiffs had not shown that failure to disclose was substantially justified or harmless

  10. Greater Omaha Packing Co. v. Nat'l Labor Relations Bd.

    790 F.3d 816 (8th Cir. 2015)   Cited 9 times
    Holding that the Board cannot "ignore critical coercion element" in an unlawful surveillance case

  11. Section 201 - Short title

    29 U.S.C. § 201   Cited 21,397 times   104 Legal Analyses
    Setting fourteen as the minimum age for most non-agricultural work

  12. Section 160 - Prevention of unfair labor practices

    29 U.S.C. § 160   Cited 7,058 times   23 Legal Analyses
    Finding that the procedures for unfair labor practice cases mandated by R.C. 4117.12 and 4117.13 are substantively identical to those established in NLRA to govern unfair labor practice cases before NLRB

  13. Section 151 - Findings and declaration of policy

    29 U.S.C. § 151   Cited 5,090 times   34 Legal Analyses
    Finding that "protection by law of the right of employees to organize and bargain collectively safeguards commerce" and declaring a policy of "encouraging the practice and procedure of collective bargaining"

  14. Section 157 - Right of employees as to organization, collective bargaining, etc.

    29 U.S.C. § 157   Cited 3,300 times   97 Legal Analyses
    Granting employees the right to engage in or refrain from engaging in union activity

  15. Section 152 - Definitions

    29 U.S.C. § 152   Cited 3,211 times   27 Legal Analyses
    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”