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The Parksite Group

34-CA-011961 (N.L.R.B. Nov. 26, 2008)
The Parksite Group

5 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. Fall River Dyeing & Finishing Corp. v. Nat'l Labor Relations Bd.

    482 U.S. 27 (1987)   Cited 369 times   12 Legal Analyses
    Holding that the new employer must bargain with the old union, if the new employer is a true successor, and discussing factors

  3. 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

  4. N.L.R.B. v. Staten Island Hotel

    101 F.3d 858 (2d Cir. 1996)   Cited 8 times   1 Legal Analyses
    Upholding finding of anti-union animus from statements such as manager "wasn't going to hire anybody from the union"

  5. Citisteel USA, Inc. v. Nat'l Labor Relations Bd.

    53 F.3d 350 (D.C. Cir. 1995)   Cited 6 times   1 Legal Analyses
    In CitiSteel we found "abundant other indicia of discontinuity to make the impact of the hiatus on the workers' expectation of rehire relevant."