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"

J.I. Case Co. v. Labor Board

Holding that the result of a collective bargaining agreement is not "a contract of employment except in rare cases; no one has a job by reason of it and no obligation to any individual ordinarily comes into existence from it alone"

Labor Board v. Borg-Warner Corp.

Holding employer's insistence on a ballot clause was an unfair labor practice under § 8 because it was a non-mandatory subject of bargaining and it "substantially modifies the collective-bargaining system provided for in the statute by weakening the independence of the 'representative' chosen by the employees. It enables the employer, in effect, to deal with its employees rather than with their statutory representative."

Brooks v. Labor Board

Holding that an employer has a duty to bargain in good faith for one year beginning on the date of certification of the bargaining representative by the Board

Textile Workers v. Darlington Co.

Holding that an employer has the absolute right, at least as far as the NLRA is concerned, to terminate his entire business for any reason

Medo Photo Supply Corp. v. Nat'l Labor Relations Bd.

Holding that offers of benefits to union supporters that induce them to leave the union violate § 8

Labor Board v. Crompton Mills

Holding unlawful unilateral changes significantly different from "any which the employer has proposed" during bargaining

N.L.R.B. v. Gulfmont Hotel Company

National Labor Relations Bd. v. Deena Artware

In National Labor Relations Board v. Deena Artware, Inc., 198 F.2d 645, this Court granted an order of enforcement similar to one in the case now before us. The Board's Supplemental Decision and Order for the payment of back wages was enforced in that case by this Court in National Labor Relations Board v. Deena Artware, Incorporated, reported at 228 F.2d 871.

Lozano Enterprises v. N.L.R.B

In Lozano Enterprises v. NLRB, supra, 327 F.2d 814, a complete tentative agreement was reached; this was revised and then signed by the company's president but retained, until after the certification year expired, by its labor consultant, with a misrepresentation on his part to the union that the agreement had not been signed.

Section 554 - Adjudications

Granting authority to agencies to "issue a declaratory order to terminate a controversy or remove uncertainty."