Wynn Las Vegas, LLC

18 Cited authorities

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

    462 U.S. 393 (1983)   Cited 655 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. 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
  3. Eastex, Inc. v. Nat'l Labor Relations Bd.

    437 U.S. 556 (1978)   Cited 196 times   13 Legal Analyses
    Holding that a newsletter that "urg[ed] employees to write their legislators to oppose incorporation of the state 'right-to-work' statute into a revised state constitution," "criticiz[ed] a Presidential veto of an increase in the federal minimum wage and urg[ed] employees to register to vote" was protected concerted activity
  4. Hunter Douglas, Inc. v. N.L.R.B

    804 F.2d 808 (3d Cir. 1986)   Cited 426 times
    Timing and departure from past practice indicates unlawful motive
  5. Romano v. Merrill Lynch, Pierce, Fenner Smith

    487 U.S. 1205 (1988)   Cited 105 times   6 Legal Analyses
    Upholding conclusion that employees classified as department managers did not meet executive exemption
  6. N.L.R.B. v. Wright Line, a Div. of Wright Line, Inc.

    662 F.2d 899 (1st Cir. 1981)   Cited 358 times   46 Legal Analyses
    Holding that the "but for" test applied in a "mixed motive" case under the National Labor Relations Act
  7. Baldonado v. Wynn Las Vegas

    124 Nev. 951 (Nev. 2008)   Cited 112 times   2 Legal Analyses
    Holding there was no implied private right of action to enforce Nev.Rev.Stat. § 608.160 when the “Legislature has expressly ordered the Labor Commissioner to enforce that statute”
  8. Bourne v. N.L.R.B

    332 F.2d 47 (2d Cir. 1964)   Cited 93 times   1 Legal Analyses
    In Bourne, we held that interrogation which does not contain express threats is not an unfair labor practice unless certain "fairly severe standards" are met showing that the very fact of interrogation was coercive.
  9. Mohave Electric Cooperative v. N.L.R.B

    206 F.3d 1183 (D.C. Cir. 2000)   Cited 25 times
    Filing petition for injunction against employer harassment supported by fellow employees and joined by a co-worker was protected concerted activity
  10. United Services Auto. Ass'n v. N.L.R.B

    387 F.3d 908 (D.C. Cir. 2004)   Cited 17 times
    Applying Essex rule where company banned solicitation and distribution “at any time in the work area and only during nonworking hours in non-work areas”