N.L.R.B. v. Wright Line, a Div. of Wright Line, Inc.

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

Bally's Park Place Inc. v. Nat'l Labor Relations Bd.

Finding unlawful motive where employee's discharge came only days after manager observed him at pro-union rally

N.L.R.B. v. Consolidated Bus Transit

Interpreting similar language in 29 C.F.R. § 101.10 as meaning "that the Board's procedures are to be controlled by the Federal Rules of Civil Procedure as far as practicable" (cleaned up)

Allegheny Ludlum Corporation v. N.L.R.B

In Allegheny Ludlum, however, we upheld an unfair labor practice violation where the employer warned it would "no longer find ways" to avoid laying off employees if they joined a union.

Marshall Durbin Poultry Co. v. N.L.R.B

Ramsey v. N.L.R.B

In Ramsey v. NLRB, 327 F.2d 784 (7th Cir.) cert. denied, 377 U.S. 1003, 84 S.Ct. 1938, 12 L.Ed.2d 1052 (1964), the Seventh Circuit declared that "[t]here is no statutory or constitutional right to be present at an arbitration hearing," rejecting the employee's contention that his rights were denied since he was not given notice of the arbitration hearing and did not appear there. The court specifically noted that the facts showed "that the company fully and adequately defended [the employee's] rights at the hearing."

Tel Data Corp. v. Nat'l Labor Relations Bd.

Sustaining finding of unlawful motivation in part because "in contrast to other employees when confronted [with the same misconduct], Frederick, a nine-year employee with no history of disciplinary problems, was given no opportunity to explain his actions before his termination"