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."

Teamsters Local Union No. 639 v. N.L.R.B

Holding that brevity of parties' negotiations on issue and union's position that it still "had more movement to make" undermine employer's declaration of impasse

Grinnell Fire Protection Systems v. N.L.R.B

Noting that when, among other factors, a new negotiator was substituted, "the lack of a significant bargaining history would dictate giving the parties a fuller opportunity to effect an agreement than occurred here"

N.L.R.B. v. Greensburg Coca-Cola Bottling Co.

Holding that company, by insisting that bargaining agreement's recognition clause did not extend to part-time employees, had not "attempt[ed] to alter the bargaining unit but rather merely advanced its interpretation of the contractual language" and noting that "interpretation of the scope of the recognition clause" could be resolved in arbitration

AMF Bowling Co. v. Nat'l Labor Relations Bd.

Explaining that an employer "may impose its own terms and conditions of employment unilaterally" after the lawful declaration of an impasse

Section 151 - Findings and declaration of policy

Finding that "protection by law of the right of employees to organize and bargain collectively safeguards commerce" and declaring a policy of "encouraging the practice and procedure of collective bargaining"

Section 21-5G-1 - Definitions