Fibreboard Corp. v. Labor Board

Holding that the "contracting out" of work traditionally performed by bargaining unit employees is a mandatory subject of bargaining under the NLRA

Labor Board v. Katz

Holding that "an employer's unilateral change in conditions of employment under negotiation" is a violation of the National Labor Relations Act because "it is a circumvention of the duty to negotiate"

Labor Board v. Borg-Warner Corp.

Holding employer's insistence on a ballot clause was an unfair labor practice under § 8 because it was a non-mandatory subject of bargaining and it "substantially modifies the collective-bargaining system provided for in the statute by weakening the independence of the 'representative' chosen by the employees. It enables the employer, in effect, to deal with its employees rather than with their statutory representative."

Brooks v. Labor Board

Holding that an employer has a duty to bargain in good faith for one year beginning on the date of certification of the bargaining representative by the Board

Int'l Ladies' Garment Workers U. v. N.L.R.B

In Ladies' Garment Workers, the Second Circuit stated that "no genuine bargaining... can be conducted where the decision has already been made and implemented."

N.L.R.B. v. Gulfmont Hotel Company

N.L.R.B. v. Allis-Chalmers Corp.

In Allis-Chambers Corp., this court specifically stated, "[a]s a general rule, an employer that refuses to bargain on the ground that an election is invalid does so at its peril; if the election challenge were to prove fruitless, an order by the Board based on the refusal to bargain would be enforced."

A.H. BELO CORPORATION

Deciding that the employer engaged in dilatory tactics in “causing negotiations to drag out over a year ... delay[ing] negotiations two months in order to reply to the union's original proposal, and when it did, counter[ing] with a sketchy four page paper”

N.L.R.B. v. San Antonio Portland Cement Co.

Wearing of union buttons is permissible statement of personal preference