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Mid-South Drywall Co.

339 N.L.R.B. 480 (N.L.R.B. 2003)
Mid-South Drywall Co.

7 Cited authorities

  1. Nat'l Labor Relations Bd. v. Gissel Packing Co.

    395 U.S. 575 (1969)   Cited 1,035 times   67 Legal Analyses
    Holding a bargaining order may be necessary "to re-establish the conditions as they existed before the employer's unlawful campaign"

  2. N.L.R.B. v. Dorothy Shamrock Coal Co.

    833 F.2d 1263 (7th Cir. 1987)   Cited 34 times
    Stating that "comments demonstrate a `manifest hostility' toward union activity . . . are relevant in determining the Company's motive for its conduct"

  3. N.L.R.B. v. Champion Lab

    99 F.3d 223 (7th Cir. 1996)   Cited 17 times
    Noting that, "in analyzing [the Board's] application of law to particular facts," this court defers to the Board's inferences and the legal conclusions that it draws from those facts

  4. Northern Wire Corp. v. N.L.R.B

    887 F.2d 1313 (7th Cir. 1989)   Cited 22 times

    Nos. 88-3278, 88-3461. Argued June 6, 1989. Decided October 26, 1989. Jack D. Walker, Susan C. Sheeran, Melli, Walker, Pease Ruhly, Madison, Wis., for Northern Wire Corporation. Aileen A. Armstrong, Collis Suzanne Stocking, Robert F. Mace, N.L.R.B. Appellate Court, Enforcement Litigation, Washington, D.C., Joseph A. Szabo, N.L.R.B., Milwaukee, Wis., for N.L.R.B. Petition for review from the National Labor Relations Board. Before CUDAHY, MANION and KANNE, Circuit Judges. CUDAHY, Circuit Judge. The

  5. National By-Products, Inc. v. N.L.R.B

    931 F.2d 445 (7th Cir. 1991)   Cited 15 times
    Holding "`[a]n employer may have and enforce a rule prohibiting solicitation by union and other employees in working areas during working hours.'"

  6. N.L.R.B. v. General Stencils, Inc.

    472 F.2d 170 (2d Cir. 1972)   Cited 18 times
    Denying enforcement after Gissel remand

  7. 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”