Radio Officers v. Labor Board

Holding that "[t]he policy of the Act is to insulate employees' jobs from their organizational rights"

City of Santa Clara v. Andrus

Holding unreviewable the Secretary's allocation of power between preference entities and holding that "banking" of power with a private utility for later sale to preference entities was in fact a sale, and thus violated the preference clause because it occurred when a preference entity's power was being withdrawn

Nat'l Labor Relations Bd. v. Fant Milling Co.

Holding that an untimely allegation of an unlawful unilateral wage increase was sufficiently related to a timely refusal-to-bargain charge, because the wage increase "largely influenced" the Board's finding that an unlawful refusal to bargain had occurred

Labor Board v. Steelworkers

In United Steelworkers, the Court warned that the NLRA "does not command that labor organizations as a matter of abstract law, under all circumstances, be protected in the use of every possible means of reaching the minds of individual workers, nor that they are entitled to use a medium of communication simply because the employer is using it."

N.L.R.B. v. Shelby Memorial Hosp. Ass'n

Ordering employees to remove union patches based on uniform policy not previously enforced violated § 158

Central Transport Inc. v. N.L.R.B

In Central Transport the court rejected the Board's finding that Central had a joint employer duty to bargain with employees it leased from Big John Inc. because the union's representation petition and the Board's representation certification named only Big John Inc. as the employer.

N.L.R.B. v. Overnite Transp. Co.

Holding that employer engaged in surface bargaining despite the fact employer had attended six bargaining sessions with union, commented on proposals, offered counterproposals, and maintained bargaining stance that had at least some merit, because vice president of employer expressly stated that employer would not sign contract with union, openly threatened to shut down terminal in order to defeat union, and implied that employer would force strike situation and permanently dismiss those employees who left to join picket lines

N.L.R.B. v. Complas Industries, Inc.

N.L.R.B. v. Rich's of Plymouth, Inc.

Holding that employer did not violate NLRA by following established policy of refusing to rehire union employees who quit

Jays Foods, Inc. v. Nat'l Labor Relations Bd.

Concluding that work could be re-contracted for legitimate business reasons, with the effect that discriminatees were placed on an "employment merry-go-round"