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"

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

Holding that the new employer must bargain with the old union, if the new employer is a true successor, and discussing factors

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

Nat'l Labor Relations Bd. v. Curtin Matheson Scientific, Inc.

Holding that Board has "considerable deference" in determining the legal rule to apply and should be upheld "as long as it is rational and consistent with the Act"

Nat'l Labor Relations Bd. v. J. H. Rutter-Rex Manufacturing Co.

Holding that the NLRB "is not required to place the consequences of its own delay, even if inordinate, upon wronged employees to the benefit of wrongdoing employers."

Franks Bros. Co. v. Labor Board

Recognizing the legitimacy of the Board's view that the unlawful refusal to bargain collectively with employees' chosen representative disrupts employee morale, deters organizational activities, and discourages membership in unions.

N.L.R.B. v. P. Lorillard Co.

Peoples Gas System, Inc. v. N.L.R.B

In Peoples Gas, the court recognized, for the first time, the Board's obligation to provide a reasoned explanation for ordering an affirmative bargaining order: "A remedial order should recognize the competing considerations which are potentially affected by the remedy chosen, be grounded in factual determinations rather than speculation, and explain how, in light of present circumstances its remedy can be expected to effectuate the purposes of the Act."Id. at 45 (footnote omitted).

Williams Enterprises v. N.L.R.B

Remanding to Board for determination of whether bargaining demand coincided with hiring of substantial and representative complement; successor immediately rehired nearly twenty percent of predecessor's employees and then "continually increased the size of its production staff" throughout next two months

Sullivan Industries v. N.L.R.B

Refusing to enforce the Board's order requiring a successor employer to bargain with a union because "the Board ha[d] not explained why an affirmative bargaining order—with its corresponding decertification bar—[was] the appropriate remedy in th[at] case"

Section 160 - Prevention of unfair labor practices

Finding that the procedures for unfair labor practice cases mandated by R.C. 4117.12 and 4117.13 are substantively identical to those established in NLRA to govern unfair labor practice cases before NLRB

Section 159 - Representatives and elections

Granting a bargaining unit the exclusive right to represent employees in it