Bausch & Lomb Optical Co.

21 Cited authorities

Ford Motor Co. v. Huffman
345 U.S. 330 (1953) Cited 882 times 1 Legal Analyses
Holding that a union acting in its representative capacity owes a duty of fair representation to those on whose behalf it acts
Packard Co. v. Labor Board
330 U.S. 485 (1947) Cited 382 times 1 Legal Analyses
Holding that Board determinations of unit issues involves a "large measure of informed discretion."
Markham v. Cabell
326 U.S. 404 (1945) Cited 346 times 1 Legal Analyses
In Markham v. Cabell, 326 U.S. 404, 409, 66 S.Ct. 193, 195, the Court said, "The policy as well as the letter of the law is a guide to decision.
Labor Board v. Fansteel Corp.
306 U.S. 240 (1939) Cited 281 times
In Fansteel, the Board awarded reinstatement with backpay to employees who engaged in a "sit down strike" that led to confrontation with local law enforcement officials.
Auto. Workers v. Wis. Board
336 U.S. 245 (1949) Cited 209 times 2 Legal Analyses
Holding that issuance of injunction by state labor relations authority that orders state employees back to work does not violate Thirteenth Amendment because employees had the right to quit employment
Labor Board v. Electrical Workers
346 U.S. 464 (1953) Cited 125 times 41 Legal Analyses
Upholding discharge where employees publicly disparaged quality of employer's product, with no discernible relationship to pending labor dispute
Southern S.S. Co. v. Labor Board
316 U.S. 31 (1942) Cited 160 times 2 Legal Analyses
Finding an abuse of discretion where the National Labor Relations Board sought to fulfill one congressional objective but “wholly ignore[d] other and equally important Congressional objectives”
Labor Board v. Jones Laughlin Co.
331 U.S. 416 (1947) Cited 88 times
In Jones Laughlin, the employer refused to negotiate with a unit of plant guards because the guards had been sworn in as auxiliary police of the United States Army during World War II, a fact which, in the view of the employer, made it particularly inappropriate to allow them to unionize.
Labor Board v. Atkins Co.
331 U.S. 398 (1947) Cited 79 times
Holding that employer-employee relationship is determined by power to set wages and hours, coupled with the financial burden of the wages and receipt of the benefits of the work, as well as the absolute power to hire and fire or the power to control all the activities of the worker
Nat'l Labor Relations Bd. v. Reed Prince MFG
205 F.2d 131 (1st Cir. 1953) Cited 118 times
In Reed Prince, supra, this court affirmed the Board's finding of refusal to bargain in good faith only "[a]fter an attentive review of the entire record of the bargaining negotiations."

Bausch & Lomb Optical Co.

21 Cited authorities

Holding that a union acting in its representative capacity owes a duty of fair representation to those on whose behalf it acts

Holding that Board determinations of unit issues involves a "large measure of informed discretion."

In Markham v. Cabell, 326 U.S. 404, 409, 66 S.Ct. 193, 195, the Court said, "The policy as well as the letter of the law is a guide to decision.

In Fansteel, the Board awarded reinstatement with backpay to employees who engaged in a "sit down strike" that led to confrontation with local law enforcement officials.

Holding that issuance of injunction by state labor relations authority that orders state employees back to work does not violate Thirteenth Amendment because employees had the right to quit employment

Upholding discharge where employees publicly disparaged quality of employer's product, with no discernible relationship to pending labor dispute

Finding an abuse of discretion where the National Labor Relations Board sought to fulfill one congressional objective but “wholly ignore[d] other and equally important Congressional objectives”

In Jones Laughlin, the employer refused to negotiate with a unit of plant guards because the guards had been sworn in as auxiliary police of the United States Army during World War II, a fact which, in the view of the employer, made it particularly inappropriate to allow them to unionize.

Holding that employer-employee relationship is determined by power to set wages and hours, coupled with the financial burden of the wages and receipt of the benefits of the work, as well as the absolute power to hire and fire or the power to control all the activities of the worker

In Reed Prince, supra, this court affirmed the Board's finding of refusal to bargain in good faith only "[a]fter an attentive review of the entire record of the bargaining negotiations."