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Multi-ad Services, Inc.

331 N.L.R.B. 1226 (N.L.R.B. 2000)
Multi-ad Services, Inc.

32 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. 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"

  3. Director, Off. of Work. Comp. v. Greenwich Collieries

    512 U.S. 267 (1994)   Cited 445 times   1 Legal Analyses
    Holding that, under the Administrative Procedure Act, the burden of proof encompasses the burden of persuasion; when the evidence is evenly balanced, the party with the burden must lose

  4. Nat'l Labor Relations Bd. v. City Disposal Systems, Inc.

    465 U.S. 822 (1984)   Cited 206 times   9 Legal Analyses
    Holding that a "lone employee's invocation of a right grounded in his collective-bargaining agreement is . . . a concerted activity in a very real sense" because the employee is in effect reminding his employer of the power of the group that brought about the agreement and that could be reharnessed if the employer refuses to respect the employee's objection

  5. ABF Freight System, Inc. v. Nat'l Labor Relations Bd.

    510 U.S. 317 (1994)   Cited 117 times   1 Legal Analyses
    Recognizing that assessing the proper punishment for conduct is a policy matter

  6. 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

  7. Bourne v. N.L.R.B

    332 F.2d 47 (2d Cir. 1964)   Cited 93 times   1 Legal Analyses
    In Bourne, we held that interrogation which does not contain express threats is not an unfair labor practice unless certain "fairly severe standards" are met showing that the very fact of interrogation was coercive.

  8. Abilene Sheet Metal, Inc. v. N.L.R.B

    619 F.2d 332 (5th Cir. 1980)   Cited 42 times
    Finding substantial evidence to affirm the conclusion that a company foreman was a supervisor

  9. N.L.R.B. v. Rich's Precision Foundry, Inc.

    667 F.2d 613 (7th Cir. 1981)   Cited 32 times
    Finding Board's consideration of post-termination conduct proper

  10. Hall v. N.L.R.B

    941 F.2d 684 (8th Cir. 1991)   Cited 19 times
    Concluding that lack of "prior warning or reprimand" supported a finding of unlawful motivation