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E.L.C. Electric, Inc.

25-CA-028283 (N.L.R.B. Dec. 20, 2011)
E.L.C. Electric, Inc.

7 Cited authorities

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

    482 U.S. 27 (1987)   Cited 371 times   13 Legal Analyses
    Holding that the new employer must bargain with the old union, if the new employer is a true successor, and discussing factors

  2. Golden State Bottling Co. v. Nat'l Labor Relations Bd.

    414 U.S. 168 (1973)   Cited 498 times   20 Legal Analyses
    Holding that Rule 65(d) allows enforcement of orders against successors of enjoined parties

  3. Nat'l Labor Relations Bd. v. Burns International Security Services, Inc.

    406 U.S. 272 (1972)   Cited 480 times   50 Legal Analyses
    Holding that a successor is not bound to substantive terms of previous collective bargaining agreement

  4. Bloedorn v. Francisco Foods, Inc.

    276 F.3d 270 (7th Cir. 2001)   Cited 85 times
    Holding that the Director had a strong-likelihood of success on the merits, based, in large part, upon the ALJ's decision in favor of the Director

  5. Jackson Hosp. Corp. v. N.L.R.B

    647 F.3d 1137 (D.C. Cir. 2011)   Cited 6 times
    Explaining that “[l]ong ago” the NLRB “clarified” that an employee has no right to bring a witness to a meeting, the “sole purpose” of which is to deliver a predetermined warning

  6. Shares, Inc. v. N.L.R.B

    433 F.3d 939 (7th Cir. 2006)   Cited 5 times
    Explaining that in the context of the National Labor Relations Act, "substantial continuity" is assessed by focusing on a variety of factors, such as "whether the business of both enterprises is the same; whether the employees of the new company are doing the same job under the same working conditions with the same supervisors; and whether the new entity has the same production process, produces the same products and basically has the same body of customers as the former company"

  7. Nat'l Labor Relations Bd. v. Jarm Enterprises, Inc.

    785 F.2d 195 (7th Cir. 1986)   Cited 24 times
    Assessing business operations, plant, workforce, job positions, working conditions, supervisors, machinery, equipment, methods of production, and manufactured product or service to determine successor liability under NLRA