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

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."

Nat'l Labor Relations Bd. v. Gissel Packing Co.

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

Holly Farms Corp. v. Nat'l Labor Relations Bd.

Holding that where statute's meaning is obvious, courts and Board must defer to Congress's unambiguous intent, but where ambiguity exists, courts must defer to an agency's reasonable interpretation of the statute

Labor Board v. Parts Co.

Holding that the Act “prohibits not only intrusive threats and promises but also conduct immediately favorable to employees which is undertaken with the express purpose of impinging upon their freedom of choice for or against unionization and is reasonably calculated to have that effect.”

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

Holding that the "but for" test applied in a "mixed motive" case under the National Labor Relations Act

Nat'l Labor Relations Bd. v. Browning-Ferris Industries of Pennsylvania, Inc.

Holding that joint employer situation exists only when "two or more employers exert significant control over the same employees . . . [where] they share or co-determine those matters governing essential terms and conditions of employment"

Labor Board v. Deena Artware

Ruling that derivative liability could be imposed on the basis of single employer status

Huck Store Fixture Co. v. Nat'l Labor Relations Bd.

Poly-America, Inc. v. N.L.R.B

Holding that strikers who protest unfair labor practices are entitled to unconditional reinstatement

N.L.R.B. v. Brookwood Furniture, Div. of U.S.

Finding an interrogation coercive where it was combined with the threat of reprisal