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Industrial Hard Chrome, Ltd

13-CA-043487 (N.L.R.B. Feb. 27, 2007)
Industrial Hard Chrome, Ltd

7 Cited authorities

  1. Nat'l Labor Relations Bd. v. Transportation Management Corp.

    462 U.S. 393 (1983)   Cited 652 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."

  2. Labor Board v. Katz

    369 U.S. 736 (1962)   Cited 710 times   29 Legal Analyses
    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"

  3. Metropolitan Edison Co. v. Nat'l Labor Relations Bd.

    460 U.S. 693 (1983)   Cited 311 times   8 Legal Analyses
    Holding that a union may, under certain circumstances, waive members' NLRA rights

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

    662 F.2d 899 (1st Cir. 1981)   Cited 357 times   46 Legal Analyses
    Holding that the "but for" test applied in a "mixed motive" case under the National Labor Relations Act

  5. Emporium Capwell Co. v. Western Addition Community Organization

    420 U.S. 50 (1975)   Cited 125 times   2 Legal Analyses
    Holding that wildcat strikers are bargaining separately and are therefore not protected by the NLRA

  6. Nat'l Labor Relations Bd. v. Roll & Hold Warehouse & Distribution Corp.

    162 F.3d 513 (7th Cir. 1998)   Cited 9 times
    Finding company undermined union by presenting plan to employees before notifying union

  7. East Chicago Rehabilitation Center v. N.L.R.B

    710 F.2d 397 (7th Cir. 1983)   Cited 17 times   2 Legal Analyses
    In Trevino v. Celanese Corp., 710 F.2d 397 (5th Cir. 1983), the Fifth Circuit held that in determining whether a corporation related to an employer may be liable under Title VII as a joint employer four factors are to be considered: (1) interrelation of operations; (2) centralized control of labor relations; (3) common management; and (4) common ownership or financial control.