Labor Board v. Denver Bldg. Council

Affirming Board's assertion of jurisdiction over activities taking place at local construction site based on finding that "any widespread application of the practices charged might well result in substantially decreasing" the flow of interstate commerce

May Stores Co. v. Labor Board

Requiring "a clear determination by the Board of an attitude of opposition to the purposes of the Act to protect the rights of employees generally"

Waterman Steamship v. Commissioner of Internal Revenue

New York v. Cathedral Academy

Striking down a state provision that would require the state to determine whether classroom examinations involved religious meaning because "[t]he prospect of church and state litigating in court about what does or does not have religious meaning touches the very core of the constitutional guarantee against religious establishment"

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"

Joy Silk Mills v. National Labor Rel. Board

In Joy Silk the Court held that when an employer could have no doubt as to the majority status or when an employer refuses recognition of a union "due to a desire to gain time and to take action to dissipate the union's majority, the refusal is no longer justifiable and constitutes a violation of the duty to bargain set forth in section 8(a)(5) of the Act".

Hendrix Manufacturing Company v. N.L.R.B

Permitting the Board to consider the employer's clear expression of opposition to the union as background in order to determine motivation for management's conduct

Hedstrom Co. v. N.L.R.B

Affirming the Board's finding that a supervisor's statement was coercive, despite employee testimony suggesting otherwise, because the record supported both interpretations

N.L.R.B. v. Fort Vancouver Plywood Co.

In Fort Vancouver, we noted that the Board's order required the reinstatement of exactly 72 discharged workers, leaving no possibility for the employer to litigate whether or not the workers would have been laid off in spite of the violations.

TRW-United Greenfield Division v. N.L.R.B

Discussing what threatened employees could reasonably conclude as the litmus test for a Section 8 violation