§

Beaird Industries

313 N.L.R.B. 735 (N.L.R.B. 1994)
Beaird Industries

6 Cited authorities

  1. Mastro Plastics Corp. v. Labor Board

    350 U.S. 270 (1956)   Cited 403 times   1 Legal Analyses
    Holding that collective-bargaining agreement "must be read as a whole and in light of the law relating to it when it was made"

  2. N.L.R.B. v. Champ Corp.

    913 F.2d 639 (9th Cir. 1990)   Cited 14 times
    Holding that the employer's conduct effectively derailed contract negotiations, thereby prolonging the economic strike and converting it into an unfair labor practice strike

  3. Livingston Pipe Tube, Inc. v. N.L.R.B

    987 F.2d 422 (7th Cir. 1993)   Cited 11 times

    Nos. 91-2939, 91-3152. Argued June 5, 1992. Decided March 2, 1993. Rick Verticchio (argued), Phelps, Kasten, Verticchio Ruyle, Gillespie, IL, for Livingston Pipe Tube Inc. Charles P. Donnelly, Jr., Richard A. Cohen (argued), Marion L. Griffin, Contempt Litigation Branch, Aileen A. Armstrong, Appellate Court, Enforcement Litigation, Washington, DC, Joseph H. Solien, Kathie M. Grampp, N.L.R.B., St. Louis, MO, for N.L.R.B. Petition for review from the National Labor Relations Board. Before COFFEY and

  4. Dow Chemical, Texas Division v. N.L.R.B

    660 F.2d 637 (5th Cir. 1981)   Cited 18 times   1 Legal Analyses
    Holding that employees' statutory right to free choice under section 7 of the Act would be abrogated by requiring a continued duty to bargain after union lost fair decertification election and restating rule that employer has no duty to bargain when it has a good faith and reasonable doubt of union's continued majority status

  5. Section 158 - Unfair labor practices

    29 U.S.C. § 158   Cited 10,316 times   84 Legal Analyses
    Granting employees a wage increase without bargaining with Local 355

  6. 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”