Brinker Rest. Corp. v. Superior Court of San Diego Cnty.

Holding the employer is required to provide a meal period to employees, but "is not obligated to police meal breaks and ensure no work thereafter is performed"

Labor Board v. Katz

Holding that "an employer's unilateral change in conditions of employment under negotiation" is a violation of the National Labor Relations Act because "it is a circumvention of the duty to negotiate"

N.L.R.B. v. Wright Line, a Div. of Wright Line, Inc.

Holding that the "but for" test applied in a "mixed motive" case under the National Labor Relations Act

Penasquitos Village, Inc. v. N.L.R.B

Recognizing that "[t]he substantial evidence standard is not modified in any way when the Board and its examiner disagree"

Rodriguez v. E.M.E., Inc.

In Rodriguez v. E.M.E., Inc., 246 Cal. App. 4th 1027, 1031 (2015), the court considered the lawfulness of an employer's practice of providing a "combined" 20-minute rest break in an eight-hour shift, instead of two 10-minute breaks in the middle of each work period.

N.L.R.B. v. Consolidated Bus Transit

Interpreting similar language in 29 C.F.R. § 101.10 as meaning "that the Board's procedures are to be controlled by the Federal Rules of Civil Procedure as far as practicable" (cleaned up)

Pessoa Constr. Co. v. Nat'l Labor Relations Bd.

Finding that a change in vehicle-use policy that prohibited plaintiff from commuting in his company vehicle was an adverse employment action

Jet Star, Inc. v. N.L.R.B

Finding stated reason for employee's discharge—abuse of equipment—pretextual, and finding discharge motivated by antiunion animus where supervisors allowed employee to continue working after observing employee abusing company truck, other employees who damaged company trucks were not fired, and employee was never formally reprimanded for abusing the trucks and was discharged without an investigation into the reported misconduct

El Paso Electric Co. v. Nat'l Labor Relations Bd.

Ciba-Geigy Pharmaceuticals Div. v. N.L.R.B

In Ciba-Geigy Pharmaceuticals Division v. NLRB, 722 F.2d 1120 (3d Cir. 1983), the court rejected an argument that an "extracontractual residual rights" theory allowed imposition of attendance rules.