Labor Law. Superseniority Plan Instituted by Employer during Economic Strike Constitutes Discrimination Which Is Proscribed Per Se Pursuant to Section 8(a) (3) of Labor Management Relations Act Inasmuch as Such an Arrangement Necessarily Tends to Discourage Membership in a Labor Organization

doi:10.2307/1071106

Labor Law. Superseniority Plan Instituted by Employer during Economic Strike Constitutes Discrimination Which Is Proscribed Per Se Pursuant to Section 8(a) (3) of Labor Management Relations Act Inasmuch as Such an Arrangement Necessarily Tends to Discourage Membership in a Labor Organization

Virginia Law Review ◽

10.2307/1071106 ◽

1962 ◽

Vol 48 (1) ◽

pp. 128

Keyword(s):

Labor Law ◽

Labor Organization ◽

Labor Management ◽

Section 8 ◽

Per Se

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Labor Law. Picketing. Secondary Consumer Picketing Is a Per Se Violation of Section 8 (b) (4) (ii) (B) of the LMRA and Is Not Constitutionally Protected. Burr v. NLRB (5th Cir. 1963)

Harvard Law Review ◽

10.2307/1338780 ◽

1963 ◽

Vol 77 (2) ◽

pp. 361

Keyword(s):

Labor Law ◽

Section 8 ◽

Secondary Consumer ◽

Per Se

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Labor Law: Labor-Management Relations Act: Effect of Section 8(d) on the Right to Strike

Michigan Law Review ◽

10.2307/1285245 ◽

1955 ◽

Vol 53 (5) ◽

pp. 760

Author(s):

Lawrence W. Sperling

Keyword(s):

Labor Law ◽

Labor Management ◽

Section 8 ◽

The Right

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Labor Law. Labor Management Relations Act. Section 8 (d) Does Not Bar Strike Where Notice of Modification Given Sixty Days before Agreement Could Be Modified

Harvard Law Review ◽

10.2307/1337767 ◽

1955 ◽

Vol 68 (4) ◽

pp. 720

Keyword(s):

Labor Law ◽

Labor Management ◽

Section 8

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Labor Law. Labor Management Relations Act. Free Speech Exemption of Section 8(c) Protects Picketing Only Where It Is Also Constitutionally Protected

Harvard Law Review ◽

10.2307/1335889 ◽

1950 ◽

Vol 64 (1) ◽

pp. 167

Keyword(s):

Free Speech ◽

Labor Law ◽

Labor Management ◽

Section 8

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Labor Law: Labor-Management Relations Act: Rights of Replaced "Economic" Strikers under Section 8 (a) (3)

Michigan Law Review ◽

10.2307/1285466 ◽

1955 ◽

Vol 53 (6) ◽

pp. 892

Author(s):

David R. Macdonald

Keyword(s):

Labor Law ◽

Labor Management ◽

Section 8

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Unqualified Hiring Hall Contract Constitutes Per Se Discrimination: Labor Law. Labor-Management Relations Act. Employment. Construction Industry Hiring Halls

Stanford Law Review ◽

10.2307/1226868 ◽

1958 ◽

Vol 11 (1) ◽

pp. 181

Keyword(s):

Construction Industry ◽

Labor Law ◽

Labor Management ◽

Per Se

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Labor Law. Labor Management Relations Act. Exclusive-Hiring-Hall Agreement Lacking Express Disclaimer of Discriminatory Hiring Practices Is Unlawful Per Se. NLRB v. Local 176, United Bhd. of Carpenters (1st Cir. 1960)

Harvard Law Review ◽

10.2307/1338689 ◽

1961 ◽

Vol 74 (3) ◽

pp. 619

Keyword(s):

Labor Law ◽

Hiring Practices ◽

Labor Management ◽

Per Se

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Labor Law. National Labor Relations Act. Discount for Prompt Payment of Union Dues Not Violative of Section 8 (b) (2) Though Fines for Late Payment Would Be. NLRB v. Bakery Workers' (3d Cir. 1957)

Harvard Law Review ◽

10.2307/1338235 ◽

1958 ◽

Vol 71 (4) ◽

pp. 738

Keyword(s):

Labor Relations ◽

Labor Law ◽

National Labor Relations Act ◽

Section 8

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Labor Law. Labor Management Relations Act. Federal Court Has No General Equity Jurisdiction over Administration of Union Welfare Funds. Moses v. Ammond (S. D. N. Y. 1958)

Harvard Law Review ◽

10.2307/1338310 ◽

1959 ◽

Vol 72 (4) ◽

pp. 778

Keyword(s):

Labor Law ◽

Federal Court ◽

Labor Management

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Limitations Placed upon NLRB's Use of Dues Reimbursement Orders: Labor Law. Labor Management Relations. Brown-Olds Remedy

Stanford Law Review ◽

10.2307/1226889 ◽

1961 ◽

Vol 13 (2) ◽

pp. 401

Keyword(s):

Labor Law ◽

Labor Management

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