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Pirelli Cable Corporation

20-CA-030624 (N.L.R.B. Apr. 21, 2003)
Pirelli Cable Corporation

11 Cited authorities

  1. Nat'l Labor Relations Bd. v. Transportation Management Corp.

    462 U.S. 393 (1983)   Cited 657 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. Smith v. Evening News Assn

    371 U.S. 195 (1962)   Cited 815 times
    Holding that an employee may sue for breach of a collective bargaining agreement without the union

  3. Wooddell v. International Brotherhood of Electrical Workers, Local 71

    502 U.S. 93 (1991)   Cited 278 times
    Holding that § 301 "extends to suits on union constitutions brought by union members"

  4. Certiorari Denied

    534 U.S. 1130 (2002)   Cited 90 times
    Noting the "requirement that a plaintiff establish a discriminatory discharge in order to receive lost pay"

  5. N.L.R.B. v. Wright Line, a Div. of Wright Line, Inc.

    662 F.2d 899 (1st Cir. 1981)   Cited 358 times   46 Legal Analyses
    Holding that the "but for" test applied in a "mixed motive" case under the National Labor Relations Act

  6. American Federation of Television & Radio Artists v. Nat'l Labor Relations Bd.

    395 F.2d 622 (D.C. Cir. 1968)   Cited 102 times   1 Legal Analyses
    Applying Taft

  7. Truserv Corp. v. N.L.R.B

    254 F.3d 1105 (D.C. Cir. 2001)   Cited 19 times
    Holding that an employer "was not free to replace unilaterally the contractual grievance procedure"

  8. General Drivers v. Young Hay Transp. Co.

    522 F.2d 562 (8th Cir. 1975)   Cited 30 times
    Concluding that a court's award of attorney's fees in a labor dispute is an appropriate item of damages and is compensatory, rather than punitive

  9. N.L.R.B. v. Wachter Const., Inc.

    23 F.3d 1378 (8th Cir. 1994)   Cited 4 times
    Holding that a company did not have to honor an information request because "the union's predominant purpose in making its request was to harass the employers and force them to cease a practice permitted under the collective bargaining agreement"

  10. N.L.R.B. v. Hawkins Const. Co.

    857 F.2d 1224 (8th Cir. 1988)   Cited 6 times
    Rejecting Board's effort to "evade" credibility-based assessment of whether union's request for information as to Company's hiring and subcontracting practices was made in good faith or to harass Company in retaliation for suit against union