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Woods Schools

6 Cited authorities

  1. Chemical Workers v. Pittsburgh Glass

    404 U.S. 157 (1971)   Cited 630 times   7 Legal Analyses
    Holding retirees are not "employees" within the bargaining unit

  2. N.L.R.B. v. Herman Sausage Co

    275 F.2d 229 (5th Cir. 1960)   Cited 79 times
    In NLRB v. Herman Sausage Co., 275 F.2d 229 (5th Cir. 1960), our circuit held that "generally speaking, the freedom to grant a unilateral wage increase "is limited to cases where there has been a bona fide but unsuccessful attempt to reach an agreement with the union, or where the union bears the guilt for having broken off relations.' NLRB v. Andrew Jergens Co., 9 Cir., 1949, 175 F.2d 130, 136, cert. denied, 338 U.S. 827, 70 S.Ct. 76, 94 L.Ed. 503.

  3. N.L.R.B. v. Colonial Haven Nursing Home, Inc.

    542 F.2d 691 (7th Cir. 1976)   Cited 26 times
    Holding that "anticipatory photographing. . . . does not violate ยง 8 of the Act where the photographs are taken to establish for purposes of an injunction suit that pickets engaged in violence"

  4. N.L.R.B. v. Proler Intern. Corp.

    635 F.2d 351 (5th Cir. 1981)   Cited 17 times
    In Proler the court held that the evidence was insufficient to show that an economic work stoppage was converted to an unfair labor practice strike where the record showed that a company vice-president told employees that if they did not return to work they would lose their jobs.

  5. Cagle's, Inc. v. N.L.R.B

    588 F.2d 943 (5th Cir. 1979)   Cited 17 times
    Holding employer responsible for actions of local chamber of commerce official who campaigned against union and acted as de facto intermediary between union committee and employer

  6. Nat'l Labor Relations Bd. v. Alva Allen Industries, Inc.

    369 F.2d 310 (8th Cir. 1966)   Cited 22 times
    In N.L.R.B. v. Alva Allen Industries, Inc., 369 F.2d 310, 318 (8th Cir. 1966), the court found no bad faith bargaining where the parties had reached agreement on about 80% of the issues, were apart on wages and union security when the employees struck, and negotiations continued but the employer remained adamant on union security, because "it is only natural that the Company, sensing its strong position, will bargain with increasing toughness and will be less inclined to make concession to the Union."