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Ken-Crest Services

335 N.L.R.B. 777 (N.L.R.B. 2001)
Ken-Crest Services

10 Cited authorities

  1. National Labor Rel. B. v. Kentucky R. Comm. C

    532 U.S. 706 (2001)   Cited 180 times   29 Legal Analyses
    Holding that the burden of proving a statutory exception generally falls on the party who claims a benefit

  2. N.L.R.B. v. Res-Care, Inc.

    705 F.2d 1461 (7th Cir. 1983)   Cited 49 times   1 Legal Analyses
    Finding significant the fact that a nurse "cannot cause a nurse's aide to be fired by giving her a poor evaluation or cause her to be promoted by giving her a superlative evaluation"

  3. Beverly Enterprises v. Nat'l Labor Relations Bd.

    148 F.3d 1042 (8th Cir. 1998)   Cited 23 times   1 Legal Analyses
    Nursing home

  4. Nat'l Labor Relations Bd. v. Hilliard Devel

    187 F.3d 133 (1st Cir. 1999)   Cited 15 times
    Finding evidence insufficient to show that nurses played a supervisory role where they only reported to others who made the actual disciplinary decisions

  5. Nat'l Labor Relations Bd. v. Attleboro Associates, Ltd.

    176 F.3d 154 (3d Cir. 1999)   Cited 14 times   2 Legal Analyses
    Concluding that charge nurses were supervisors

  6. Northeast Utilities Service Corp. v. N.L.R.B

    35 F.3d 621 (1st Cir. 1994)   Cited 14 times
    Finding employees not to be supervisors where they can moderate disputes but do not have ultimate responsibility for the resolution of disputes

  7. Waverly-Cedar Falls Health Care v. N.L.R.B

    933 F.2d 626 (8th Cir. 1991)   Cited 14 times
    Holding that LPNs' authority to assign work to aides did not involve independent judgement where authority to assign work to aides simply involved following management's policy and procedure

  8. Passavant Retire. v. Nat'l Labor Relations Bd.

    149 F.3d 243 (3d Cir. 1998)   Cited 7 times   2 Legal Analyses
    Holding that "[b]ecause of the Board's `special competence' in the field of labor relations, its interpretation of the Act is accorded special deference" and noting that "[w]hether a [bargaining] unit is appropriate involves a large measure of informed discretion vested in the Board and is rarely to be disturbed"

  9. Misericordia Hospital Medical Ctr. v. N.L.R.B

    623 F.2d 808 (2d Cir. 1980)   Cited 25 times   1 Legal Analyses
    Finding no supervisory status where the employee in question "had no authority to do more than orally counsel and reprimand employees."

  10. VIP Health Services, Inc. v. Nat'l Labor Relations Bd.

    164 F.3d 644 (D.C. Cir. 1999)   Cited 5 times   1 Legal Analyses
    Stating that an employee "must possess at least one of the twelve types of authority set out in the statute" in order to have supervisory status