380 U.S. 278 (1965) Cited 473 times 2 Legal Analyses
Approving finding of § 8 violation when "employers' conduct is demonstrably so destructive of employee rights and so devoid of significant service to any legitimate business end that it cannot be tolerated consistently with the Act"
Explaining that the deferential standard of review is appropriate because the "[the ALJ] ... sees the witnesses and hears them testify, while the Board and the reviewing court look only at cold records"
In NLRB v. Princeton Inn Co., 424 F.2d 264 (C.A.3, 1970), the Board found that a union adherent's foul and abusive language toward a female employee was pretext for discharge, considered against his prior usage of similar language without warning, and the employer's background of antiunion bias, and the fact that a supervisor present did not admonish the employee.