Section 7 Of The Nlra

664 Florida cases classified under this topic, plus 436 listed through its narrower topics · sorted by citation count · browse and sort

• Nat'l Labor Relations Bd. v. Bratten Pontiac Corp.
  406 F.2d 349· 4th Cir.· 1969-01-15 ·via Section 7 Rights
  The court held that the company violated § 8(a)(1) by extracting a two-year anti-union agreement from salesmen as a condition for increased benefits, but did not violate § 8(a)(5) by refusing to bargain due to a good faith doubt of the union's majority status.
• Nat'l Labor Relations Bd. v. Fashion Fair, Inc.
  399 F.2d 764· 6th Cir.· 1968-07-30
  The court held that while the employer committed unfair labor practices (8(a)(1) and 8(a)(3)) and interfered with an election, the General Counsel failed to prove the employer lacked a good faith doubt regarding the union's majority status, thus denying enforcement of the bargain
• Nat'l Labor Relations Bd. v. Fant Milling Co., Inc.
  308 F.2d 230· 4th Cir.· 1962-09-19 ·via Section 7 Of The Act
  The court held that there was not substantial evidence to support the Board's finding that the company violated the National Labor Relations Act by discharging three employees for concerted activity.
• Nat'l Labor Relations Bd. v. Commc'ns Workers OF Am., AFL-CIO
  287 F.2d 559· 6th Cir.· 1960-12-12
  The court ordered the respondents to cease and desist from restraining or coercing employees and to take affirmative action to effectuate the policies of the National Labor Relations Act.
• Nat'l Labor Relations Bd. v. Local Union NO. 1842, Int'l Bhd. OF Elec. Workers, AFL-CIO
  283 F.2d 112· 6th Cir.· 1960-10-20
  The court held that the National Labor Relations Board's findings were supported by substantial evidence and its order should be enforced.
• Nat'l Labor Relations Bd. v. Plankinton Packing Co.
  265 F.2d 638· 7th Cir.· 1959-04-16 ·via Section 7 Rights
  The court held that the Board's bargaining unit determination was arbitrary and its findings of unfair labor practices were unsupported by substantial evidence.
• Nat'l Labor Relations Bd. v. Monsanto Chem. Co.
  225 F.2d 16· 9th Cir.· 1955-07-27 ·via National Labor Relations Act § 7
• Nat'l Labor Relations Bd. v. Mac Smith Garment Co., Inc.
  219 F.2d 469· 5th Cir.· 1955-02-09
  The court held that the discharges of employees for attempting to secure a wage increase, before their actions escalated to unlawful compulsion, constituted unfair labor practices.
• Nat'l Labor Relations Bd. v. Martin
  207 F.2d 655· 9th Cir.· 1953-10-19
  The court held that the National Labor Relations Board's findings of unlawful discharge were substantially supported by the evidence and that the complaint was properly based on the timely filed charge, even with some deviation in detail.
• Angwell Curtain Co. v. Nat'l Labor Relations Bd.
  192 F.2d 899· 7th Cir.· 1951-11-29
  The court held that substantial evidence supported the National Labor Relations Board's finding that Stella Thomas was discharged due to her union activity, and therefore, the Board's order was enforceable.
• Nat'l Labor Relations Bd. v. Atl. Towing Co.
  179 F.2d 497· 5th Cir.· 1950-01-30
  The court held that the National Labor Relations Board's finding of an unfair labor practice was supported by substantial evidence and must be enforced.
• Nat'l Labor Relations Bd. v. Women's Wear Co.
  159 F.2d 866· 2d Cir.· 1947-02-13
  The court held that the National Labor Relations Board's findings of interference and discriminatory discharge were supported by substantial evidence.
• Nat'l Labor Relations Bd. v. Reeves Rubber Co.
  153 F.2d 340· 9th Cir.· 1946-01-28
  The court held that the National Labor Relations Board's findings of fact were supported by substantial evidence and that its order was lawful and enforceable.
• Nat'l Labor Relations Bd. v. Morris P. Kirk & SON, Inc.
  151 F.2d 490· 9th Cir.· 1945-08-30 ·via Section 7 Rights
• Nat'l Labor Relations Bd. v. Kaplan
  138 F.2d 884· 2d Cir.· 1943-11-01
  The court held that respondents are not entitled to credit for wages earned by a discharged employee in a higher-paying new job when calculating back pay owed.