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Loparex LLC

9 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. 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

  3. 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

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

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

  5. N.L.R.B. v. Shelby Memorial Hosp. Ass'n

    1 F.3d 550 (7th Cir. 1993)   Cited 27 times
    Ordering employees to remove union patches based on uniform policy not previously enforced violated § 158

  6. Nat'l Labor Relations Bd. v. Grancare

    170 F.3d 662 (7th Cir. 1999)   Cited 18 times   1 Legal Analyses
    According Chevron deference to Board's interpretation of the "independent judgment" requirement in section 2

  7. Roadway Exp., Inc. v. N.L.R.B

    831 F.2d 1285 (6th Cir. 1987)   Cited 19 times
    Noting that reviewing courts rarely disturb determinations of credibility made by the Board

  8. Section 157 - Right of employees as to organization, collective bargaining, etc.

    29 U.S.C. § 157   Cited 3,303 times   97 Legal Analyses
    Granting employees the right to engage in or refrain from engaging in union activity

  9. Section 152 - Definitions

    29 U.S.C. § 152   Cited 3,213 times   27 Legal Analyses
    Defining a supervisor to include “any individual having authority . . . to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibly to direct them, or to adjust their grievances, or effectively to recommend such action, if in connection with the foregoing the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment”