Annual Report of the National Labor Relations Board for the Fiscal Year Ended ..., Volume 4U.S. Government Printing Office, 1940 - Arbitration, Industrial |
From inside the book
Results 1-5 of 78
Page 5
... engaged in processing goods belonging to others , where the raw materials and products are shipped across State lines , was affirmed . In the Consolidated Edison Case and in N. L. R. B. v . Columbia Enameling & Stamping Co. , the nature ...
... engaged in processing goods belonging to others , where the raw materials and products are shipped across State lines , was affirmed . In the Consolidated Edison Case and in N. L. R. B. v . Columbia Enameling & Stamping Co. , the nature ...
Page 56
... engaged in unfair labor practices . I. Miscellaneous : This section deals with several problems involving pleading , practice , and procedure before the Board . 1 The First Annual Report deals with all decisions issued up to June 30 ...
... engaged in unfair labor practices . I. Miscellaneous : This section deals with several problems involving pleading , practice , and procedure before the Board . 1 The First Annual Report deals with all decisions issued up to June 30 ...
Page 58
... engaged in violations of section 8 ( 1 ) : * * * By its espionage , shadowing , and beatings of organizers and active members of the Union ; its announcements , before and after the presentation by the Union of its proposed agreement ...
... engaged in violations of section 8 ( 1 ) : * * * By its espionage , shadowing , and beatings of organizers and active members of the Union ; its announcements , before and after the presentation by the Union of its proposed agreement ...
Page 61
... engaged in union activity.35 In some cases , employers have contended that the actions of a discharged employee infringed some rule or regulation of the em- ployer , or in some other manner justified the employee's discharge , without ...
... engaged in union activity.35 In some cases , employers have contended that the actions of a discharged employee infringed some rule or regulation of the em- ployer , or in some other manner justified the employee's discharge , without ...
Page 62
... engaged in personal invective against his employer was not dis- criminatory since the refusal was motivated by personal animosity . That the invective had occurred in the course of union activity was , in the Board's view , immaterial ...
... engaged in personal invective against his employer was not dis- criminatory since the refusal was motivated by personal animosity . That the invective had occurred in the course of union activity was , in the Board's view , immaterial ...
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Common terms and phrases
agreement appropriate unit Ass'n back pay ballot bargain collectively bargaining unit Board found Board orders Bros C. I. O. affiliates certification certiorari denied Circuit Court Coal collective bargaining complaint contract Corporation craft Cudahy Packing Co discharge dismissed Division docket employees employment enforcing as modified entered March filed formal action Greyhound Lines H. J. Heinz Co hearing intermediate report International July 18 July 29 June 14 June 30 labor organization Labor Relations Board Matter membership National Labor Relations number of workers parties pay-roll checks pending percent petition plant proceedings Products refusal to bargain Regional Director reinstatement representation Republic Steel Corp respondent section 9 Sept Steamship Steel Corp strike Supreme Court Third Annual Report tion total number Trial Examiner unaffiliated unions unfair labor practice United Automobile Workers Western Union Western Union Telegraph workers involved Workers of Amer Workers of America
Popular passages
Page 57 - The Board shall decide in each case whether, in order to insure to employees the full benefit of their right to self-organization and to collective bargaining, and otherwise to effectuate the policies of this Act, the unit appropriate for the purposes of collective bargaining shall be the employer unit, craft unit, plant unit, or subdivision thereof.
Page 97 - If upon all the testimony taken the Board shall be of the opinion that any person named in the complaint has engaged in or is engaging in any such unfair labor practice, then the Board shall state its findings of fact and shall issue and cause to be served on such person an order requiring such person to cease and desist from such unfair labor practice, and to take such affirmative action, including reinstatement of employees with or without back pay, as will effectuate the policies of this Act [chapter].
Page 43 - labor organization" means any organization of any kind, or any agency or employee representation committee or plan, in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.
Page 60 - Provided, that nothing in this act, or in the national industrial recovery act, or in any code or agreement approved or prescribed thereunder, or in any other statute of the United States, shall preclude an employer from making an agreement with a labor organization (not established, maintained, or assisted by any action defined in this act as an unfair labor practice) to require as a condition of employment membership therein, if such labor organization is the representative of the employees as...
Page 39 - ... (3) By discrimination in regard to hire or tenure of employment or any term or condition of employment to encourage or discourage membership in any labor organization: Provided, That nothing in this Act, or in...
Page 31 - Provided, That nothing in this Act, or in any other statute of the United States, shall preclude an employer from making an agreement with a labor organization (not established, maintained, or assisted by any action defined in section 8 (a) of this Act as an unfair labor practice...
Page 66 - If upon the preponderance of the testimony taken the Board shall be of the opinion that any person named in the complaint has engaged in or is engaging in any such unfair labor practice...
Page 35 - It shall be an unfair labor practice for an employer — (1) To interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7. (2) To dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it...
Page 151 - Any member of the Board may be removed by the President, upon notice and hearing, for neglect of duty or malfeasance in office, but for no other cause.
Page 150 - ... appointed by the President by and with the advice and consent of the Senate. One of the original members shall be appointed for a term of one year, one for a term of two years, one for a term of three years, one for a term of four years, and one for a term of five years...