Brooke Glen Behavioral Hospital

Nat'l Labor Relations Bd. v. Transportation Management Corp.
462 U.S. 393 (1983) Cited 657 times 11 Legal Analyses
Holding that the employer bears the burden of negating causation in a mixed-motive discrimination case, noting "[i]t is fair that [the employer] bear the risk that the influence of legal and illegal motives cannot be separated."
N.L.R.B. v. Wright Line, a Div. of Wright Line, Inc.
662 F.2d 899 (1st Cir. 1981) Cited 358 times 46 Legal Analyses
Holding that the "but for" test applied in a "mixed motive" case under the National Labor Relations Act
Nat'l Labor Relations Bd. v. Thor Power Tool Co.
351 F.2d 584 (7th Cir. 1965) Cited 68 times
Concluding that "when the entire record is considered there was substantial evidence to support the Board's finding that [employee's] discharge was the result of his having presented a grievance to the management" even though employee was overheard referring to company's superintendent as "the horse's ass" and was thereafter summarily discharged
Radisson Plaza Minneapolis v. N.L.R.B
987 F.2d 1376 (8th Cir. 1993) Cited 13 times
Characterizing a proposal as made in bad faith because it "would have permitted [the employer] to unilaterally change working conditions whenever it pleased"
General Electric Company v. N.L.R.B
412 F.2d 512 (2d Cir. 1969) Cited 30 times
Upholding NLRB's determination that unions do not commit unfair labor practices by insisting that employer bargain with mixed-union negotiating committee