American Medical Response

15 Cited authorities

Litton Financial Printing Division v. Nat'l Labor Relations Bd.
501 U.S. 190 (1991) Cited 801 times 8 Legal Analyses
Holding that where a court must determine the validity of an arbitration agreement, it "cannot avoid that duty" just because the court must decide an issue on the merits
Labor Board v. Katz
369 U.S. 736 (1962) Cited 712 times 29 Legal Analyses
Holding that "an employer's unilateral change in conditions of employment under negotiation" is a violation of the National Labor Relations Act because "it is a circumvention of the duty to negotiate"
Metropolitan Edison Co. v. Nat'l Labor Relations Bd.
460 U.S. 693 (1983) Cited 313 times 8 Legal Analyses
Holding that a union may, under certain circumstances, waive members' NLRA rights
Beth Israel Hospital v. Nat'l Labor Relations Bd.
437 U.S. 483 (1978) Cited 221 times 5 Legal Analyses
Holding that, in the context of solicitation rules, such circumstances are required to justify restrictions on solicitation during nonworking time
Republic Aviation Corp. v. Board
324 U.S. 793 (1945) Cited 495 times 34 Legal Analyses
Finding an absence of special circumstances where employer failed to introduce evidence of "unusual circumstances involving their plants."
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
W.F. Bolin Co. v. N.L.R.B
70 F.3d 863 (6th Cir. 1995) Cited 48 times
Holding that an "inference of improper employer motivation" is permitted when an employer has terminated an employee who acted as a leader in making complaints to management on behalf of himself or others, or has organized workers on employment issues
Asarco, Inc. v. N.L.R.B
86 F.3d 1401 (5th Cir. 1996) Cited 22 times
Finding of antiunion animus necessary to finding of section 8 violation
Laro Maintenance Corp. v. Nat'l Labor Relations Bd.
56 F.3d 224 (D.C. Cir. 1995) Cited 23 times
Inferring discriminatory motive from, inter alia, an employer's professed desire to hire the best qualified workers and the employer's subsequent decision to hire employees with no relevant experience over union members with experience
N.L.R.B. v. St. Francis Healthcare Centre
212 F.3d 945 (6th Cir. 2000) Cited 15 times
Observing that an employer’s "own campaign literature distributed after August 6 obviated any threat to reduce or eliminate benefits before bargaining began"

American Medical Response

15 Cited authorities

Holding that where a court must determine the validity of an arbitration agreement, it "cannot avoid that duty" just because the court must decide an issue on the merits

Holding that "an employer's unilateral change in conditions of employment under negotiation" is a violation of the National Labor Relations Act because "it is a circumvention of the duty to negotiate"

Holding that a union may, under certain circumstances, waive members' NLRA rights

Holding that, in the context of solicitation rules, such circumstances are required to justify restrictions on solicitation during nonworking time

Finding an absence of special circumstances where employer failed to introduce evidence of "unusual circumstances involving their plants."

Holding that the "but for" test applied in a "mixed motive" case under the National Labor Relations Act

Holding that an "inference of improper employer motivation" is permitted when an employer has terminated an employee who acted as a leader in making complaints to management on behalf of himself or others, or has organized workers on employment issues

Finding of antiunion animus necessary to finding of section 8 violation

Inferring discriminatory motive from, inter alia, an employer's professed desire to hire the best qualified workers and the employer's subsequent decision to hire employees with no relevant experience over union members with experience

Observing that an employer’s "own campaign literature distributed after August 6 obviated any threat to reduce or eliminate benefits before bargaining began"