Nat'l Labor Relations Bd. v. Fleetwood Trailer Co.

In Fleetwood Trailer, 389 U.S. 375, 88 S.Ct. 543, the Supreme Court was required to determine whether the employer violated the Act when it hired six new employees who had not previously worked for the company instead of six former strikers who had applied for reinstatement.

Labor Board v. Mackay Co.

Holding that an employer may replace striking workers with others to carry on business so long as the employer is not guilty of unfair labor practices

SCM Corp. v. Advance Business Systems & Supply Co.

Upholding a delay of three months where only prejudice shown was that the defendants could not recall details of the days in the distant past; no special circumstances

Nat'l Labor Relations Bd. v. McGahey

In N.L.R.B. v. McGahey, 233 F.2d 406 (5th Cir. 1956), this court described casual and moderate inquiries, even as to union preference, absent evidence indicating that the employee has reason to consider the inquiries a threat of reprisals, as not constituting an unfair labor practice in violation of § 8(a)(1).

Laidlaw Corporation v. N.L.R.B

Holding that while an employer is not obligated to discharge permanent replacements to make room for returning economic strikers, the employer must place the former strikers on a preferential recall list

Nat'l Labor Relations Bd. v. Whitin Mach. Works

In National Labor Relations Board v. Whitin Machine Works, 204 F.2d 883 (1st Cir.1953), for example, an assistant supervisor in his employer's accounting department was, upon a consideration of the nature of his work, determined not to be a supervisor for purposes of litigating his discharge from employment, and, therefore, he was entitled to the protections of the National Labor Relations Act. 204 F.2d at 886.

N.L.R.B. v. Melrose Processing Co.

In N.L.R.B. v. Melrose Processing Co., 8 Cir., 351 F.2d 693, also decided since this case was submitted, this court stated that if the factual conclusion of the Board is based upon substantial evidence on the whole record, this court must accept such factual determination as binding. Jas. H. Matthews Co. v. N.L.R.B., 8 Cir., 354 F.2d 432, decided December 29, 1965, adheres to these principles.

N.L.R.B. v. Joseph Antell, Inc.

In Antell, the court stated that the smallness of a plant, or a staff, may be material as bearing on the knowledge on the part of the employer of an employee's union activities, but only to the extent that it may be shown to have made it likely that the employer observed, or otherwise learned about the activity in question.

Newspaper Production Company v. N.L.R.B

Allowing employees to bargain to impasse on restriction of bargaining unit where issue was whether there should be one union or two

N.L.R.B. v. Lexington Chair Company

Section 160 - Prevention of unfair labor practices

Finding that the procedures for unfair labor practice cases mandated by R.C. 4117.12 and 4117.13 are substantively identical to those established in NLRA to govern unfair labor practice cases before NLRB