Local 542, IUOE, AFL-CIO

9 Cited authorities

Radio Officers v. Labor Board
347 U.S. 17 (1954) Cited 470 times 1 Legal Analyses
Holding that "[t]he policy of the Act is to insulate employees' jobs from their organizational rights"
Teamsters Local v. Labor Board
365 U.S. 667 (1961) Cited 174 times
Holding that the Board may not dictate specific procedures and rules that a union must adopt, not that the Board errs when it determines that a union engaged in unfair labor practices by failing to operate in accordance with objective criteria
Office Employes v. Labor Board
353 U.S. 313 (1957) Cited 54 times
Holding that, when a union acts as an employer, it is deemed an employer within the meaning of the NLRA and subject to the jurisdiction of the NLRB
Labor Board v. News Syndicate Co.
365 U.S. 695 (1961) Cited 22 times
In NLRB v. News Syndicate Co., 365 U.S. 695, 81 S.Ct. 849, 6 L.Ed.2d 29 (1961), where the bargaining unit included supervisors, the NLRB had found that both the employer and the union had committed unfair labor practices by operating an unlawful closed shop and preferential hiring system.
Nat'l Labor Relations Bd. v. Bell Aircraft Corp.
206 F.2d 235 (2d Cir. 1953) Cited 38 times
In Bell, the employee was promoted voluntarily, while in Golden Bottle and Oil, Chemical, the position from which the employee was discharged became supervisory after the discharge.
N.L.R.B. v. United States Steel Corporation
278 F.2d 896 (3d Cir. 1960) Cited 25 times
No. 13011. Argued March 8, 1960. Decided April 13, 1960. Supplemental Opinion May 17, 1960. Duane Beeson, Washington, D.C. (Stuart Rothman, Gen. Counsel, Thomas J. McDermott, Associate Gen. Counsel, Marcel Mallet-Prevost, Asst. Gen. Counsel, Standau E. Weinbrecht, Atty., N.L.R.B., Washington, D.C., on the brief), for petitioner. W.D. Armour, Pittsburgh, Pa. (John C. Bane, Jr., John G. Wayman, Reed, Smith, Shaw McClay, Robert Molinar, Pittsburgh, Pa., on the brief), for United States Steel Corp. J
Nat'l Labor Relations Bd. v. Philadelphia Iron Works, Inc.
211 F.2d 937 (3d Cir. 1954) Cited 25 times
Noting that hiring practices after a grievance was filed "would be a factor for the board's consideration" but that the NLRB easily could reason that subsequent hiring practices were reactionary to the grievance and did not accurately reflect the prior hiring arrangement
NATIONAL LABOR RELATIONS BOARD v. L. 542, ETC
255 F.2d 703 (3d Cir. 1958) Cited 9 times
No. 12416. Argued April 1, 1958. Decided May 28, 1958. Duane Beeson, Washington, D.C. (Jerome D. Fenton, Gen. Counsel, Stephen Leonard, Thomas J. McDermott, Associate Gen. Counsel, Marcel Mallet-Prevost, Asst. Gen. Counsel, Fannie M. Boyls, Atty., National Labor Relations Board, Washington, D.C., on the brief), for petitioner. Charles A. Wolfe, Philadelphia, Pa. (Samuel Fessenden, Philadelphia, Pa., J. Albert Woll, Washington, D.C., Montgomery, McCracken, Walker Rhoads, Philadelphia, Pa., of counsel
Section 151 - Findings and declaration of policy
29 U.S.C. § 151 Cited 5,092 times 34 Legal Analyses
Finding that "protection by law of the right of employees to organize and bargain collectively safeguards commerce" and declaring a policy of "encouraging the practice and procedure of collective bargaining"

Local 542, IUOE, AFL-CIO

9 Cited authorities

Holding that "[t]he policy of the Act is to insulate employees' jobs from their organizational rights"

Holding that the Board may not dictate specific procedures and rules that a union must adopt, not that the Board errs when it determines that a union engaged in unfair labor practices by failing to operate in accordance with objective criteria

Holding that, when a union acts as an employer, it is deemed an employer within the meaning of the NLRA and subject to the jurisdiction of the NLRB

In NLRB v. News Syndicate Co., 365 U.S. 695, 81 S.Ct. 849, 6 L.Ed.2d 29 (1961), where the bargaining unit included supervisors, the NLRB had found that both the employer and the union had committed unfair labor practices by operating an unlawful closed shop and preferential hiring system.

In Bell, the employee was promoted voluntarily, while in Golden Bottle and Oil, Chemical, the position from which the employee was discharged became supervisory after the discharge.

Noting that hiring practices after a grievance was filed "would be a factor for the board's consideration" but that the NLRB easily could reason that subsequent hiring practices were reactionary to the grievance and did not accurately reflect the prior hiring arrangement

Finding that "protection by law of the right of employees to organize and bargain collectively safeguards commerce" and declaring a policy of "encouraging the practice and procedure of collective bargaining"