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William Beaumont Hospital

363 NLRB No. 162 (N.L.R.B. 2016)
William Beaumont Hospital

45 Cited authorities

  1. Faragher v. Boca Raton

    524 U.S. 775 (1998)   Cited 9,548 times   101 Legal Analyses
    Holding that, to be actionable, the alleged conduct "must be extreme" and "the sporadic use of abusive language, gender-related jokes, and occasional teasing" are not enough

  2. Burlington Indus., Inc. v. Ellerth

    524 U.S. 742 (1998)   Cited 7,268 times   93 Legal Analyses
    Holding that an employer is not liable for a hostile work environment created by one of its employees when "the employer exercised reasonable care to prevent and correct promptly any sexually harassing behavior, and . . . the plaintiff employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to avoid harm otherwise"

  3. Firestone Tire Rubber Co. v. Bruch

    489 U.S. 101 (1989)   Cited 8,940 times   54 Legal Analyses
    Holding that a denial of ERISA benefits "is to be reviewed under a de novo standard unless the benefit plan gives the administrator or fiduciary discretionary authority to determine eligibility for benefits or to construe the terms of the plan"

  4. Steelworkers v. Warrior Gulf Co.

    363 U.S. 574 (1960)   Cited 5,633 times   6 Legal Analyses
    Holding that grievance machinery “is at the very heart of the system of industrial self-government” and the courts should not deny an order to arbitrate “unless it may be said with positive assurance that the arbitration clause is not susceptible of an interpretation that covers the asserted dispute”

  5. Nat'l Labor Relations Bd. v. Canning

    573 U.S. 513 (2014)   Cited 280 times   150 Legal Analyses
    Holding that because there was no quorum of validly appointed board members, the NLRB “lacked authority to act,” and the enforcement order was therefore “void ab initio ”

  6. 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."

  7. Nat'l Labor Relations Bd. v. United Food & Commercial Workers Union, Local 23

    484 U.S. 112 (1987)   Cited 350 times   2 Legal Analyses
    Holding that a federal court has no authority to review a decision of the NLRB's General Counsel dismissing an unfair labor practice complaint pursuant to an informal settlement in which the charging party refused to join

  8. Nat'l Labor Relations Bd. v. J. Weingarten, Inc.

    420 U.S. 251 (1975)   Cited 434 times   64 Legal Analyses
    Holding that an employer commits an unfair labor practice by compelling an employee to attend an investigatory meeting that could lead to discipline without allowing the employee to bring a union witness

  9. First National Maintenance Corp. v. Nat'l Labor Relations Bd.

    452 U.S. 666 (1981)   Cited 270 times   16 Legal Analyses
    Holding that an employer has no duty to bargain over a decision to shut down part of its business purely for economic reasons

  10. Phelps Dodge Corp. v. Labor Board

    313 U.S. 177 (1941)   Cited 873 times
    Holding that the NLRA limits the Board's backpay authority to restoring “actual losses”

  11. Section 1022 - Summary plan description

    29 U.S.C. § 1022   Cited 1,293 times   16 Legal Analyses
    Requiring the summary plan description to be furnished to participants

  12. Section 2101 - Definitions; exclusions from definition of loss of employment

    29 U.S.C. § 2101   Cited 842 times   40 Legal Analyses
    Defining "mass layoff" as "a reduction in force" that is not the result of a plant closing and "(B) results in an employment loss"