North American Philips Corp.

15 Cited authorities

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"
Republic Aviation Corp. v. Board
324 U.S. 793 (1945) Cited 495 times 34 Legal Analyses
Finding an absence of special circumstances where employer failed to introduce evidence of "unusual circumstances involving their plants."
Labor Board v. Express Pub. Co.
312 U.S. 426 (1941) Cited 506 times 3 Legal Analyses
Holding that "the mere fact that a court has found that a defendant has committed an act in violation of a statute does not justify an injunction broadly to obey the statute"
Labor Board v. Babcock Wilcox Co.
351 U.S. 105 (1956) Cited 294 times 19 Legal Analyses
Holding that the Board could not require an employer to allow non-employee union representatives to enter the employer's parking lot
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.
Surprenant Manufacturing Company v. N.L.R.B
341 F.2d 756 (6th Cir. 1965) Cited 60 times
In Surprenant Mfg. Co. v. N.L.R.B., 341 F.2d 756 (6th Cir. 1965) this Court approved as non-threatening, language of the employer which was much stronger than that used in the present case.
J.P. Stevens Co. v. N.L.R.B
380 F.2d 292 (2d Cir. 1967) Cited 44 times
In J.P. Stevens Co. v. NLRB, 380 F.2d at 304, we enforced an order requiring posting and mailing of notices to employees at forty-three of Stevens' plants in North and South Carolina when flagrant unfair labor practices were found at each of the twenty plants in that region at which union campaigns were started.
N.L.R.B. v. Sinclair Company
397 F.2d 157 (1st Cir. 1968) Cited 28 times
In NLRB v. Sinclair Co., 397 F.2d 157, 161 (1st Cir. 1968), one of the three consolidated cases disposed of in the Gissel opinion, the Court of Appeals said, "Whether an employer has used language that is coercive in its effect is a question essentially for the specialized experience of the Board."
Serv-Air, Inc. v. N.L.R.B
395 F.2d 557 (10th Cir. 1968) Cited 28 times
Applying special circumstances approach to rule banning the wearing of multiple badges
N.L.R.B. v. Southwire Company
352 F.2d 346 (5th Cir. 1965) Cited 25 times
In NLRB v. Southwire Co., 352 F.2d 346 (5th Cir. 1965), we did not enforce a broad cease and desist order where the employer had explicit anti-union animus, established a no solicitation-rule, and discriminately discharged four employees.

North American Philips Corp.

15 Cited authorities

Holding a bargaining order may be necessary "to re-establish the conditions as they existed before the employer's unlawful campaign"

Finding an absence of special circumstances where employer failed to introduce evidence of "unusual circumstances involving their plants."

Holding that "the mere fact that a court has found that a defendant has committed an act in violation of a statute does not justify an injunction broadly to obey the statute"

Holding that the Board could not require an employer to allow non-employee union representatives to enter the employer's parking lot

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.

In Surprenant Mfg. Co. v. N.L.R.B., 341 F.2d 756 (6th Cir. 1965) this Court approved as non-threatening, language of the employer which was much stronger than that used in the present case.

In NLRB v. Sinclair Co., 397 F.2d 157, 161 (1st Cir. 1968), one of the three consolidated cases disposed of in the Gissel opinion, the Court of Appeals said, "Whether an employer has used language that is coercive in its effect is a question essentially for the specialized experience of the Board."

Applying special circumstances approach to rule banning the wearing of multiple badges

In NLRB v. Southwire Co., 352 F.2d 346 (5th Cir. 1965), we did not enforce a broad cease and desist order where the employer had explicit anti-union animus, established a no solicitation-rule, and discriminately discharged four employees.