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NATIONAL LABOR RELATIONS BOARD

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VII. PRINCIPLES ESTABLISHED 197<br />

the opinion that such persons may not properly be included in the same unit<br />

with employees of the company.'<br />

H. ADMINISTRATIVE REMEDIES<br />

Section 10 (c) of the act reads, in part, as follows :<br />

* * If upon all the testimony taken the Board shall be of the opinion that<br />

any person named in the complaint has engaged in or is engaging in any such<br />

unfair labor practice, then the Board shall state its findings of fact and shall<br />

issue and cause to be served on such person an order requiring such person to<br />

cease and desist from such unfair labor practice, and to take such affirmative<br />

action, including reinstatement of employees with or without back pay, as will<br />

effectuate the policies of this Act. Such order may further require such person<br />

to make reports from time to time showing the extent to which it has complied<br />

with the order.<br />

Cease and desist orders and orders requiring affirmative action<br />

issued by the Board when it has found that unfair labor practices were<br />

committed, will be considered under the following categories :<br />

1. Orders in cases in which the Board has found that an employer<br />

has engaged in unfair labor practices within the meaning of section<br />

8 (2) of the act.<br />

2. Orders in cases in which the Board has found that the employer<br />

has engaged in unfair labor practices within the meaning of section 8<br />

(3) of the act.<br />

3. Orders in cases in which the Board has found that an employer<br />

has engaged in unfair labor practices within the meaning of section 8<br />

(4) of the act.<br />

4. Orders in cases in which the Board has found that the employer<br />

has engaged in unfair labor practices within the meaning of section 8<br />

(5) of the act.<br />

5. Orders in cases in which the Board has found that the employer<br />

has engaged in unfair labor practices within the meaning of section 8<br />

(1) of the act.<br />

6. Orders in cases in which the Board has found that a strike was<br />

caused or prolonged by the employer's unfair labor practices.<br />

7. Effect on Board orders of violent or unlawful conduct on the<br />

part of employees who were discriminatorily discharged or who went<br />

on strike in protest against unfair labor practices.<br />

8. Orders requiring employers not to give effect to agreements.<br />

9. Effect on Board orders of agreements purporting to compromise<br />

unfair labor practices.<br />

10. Requirements that employers publicize terms of Board orders<br />

among employees.<br />

1. ORDERS IN CASES IN WHICH THEi <strong>BOARD</strong> HAS. FOUND THAT AN EMPLOYER HAS<br />

ENGAGED IN UNFAIR <strong>LABOR</strong> PRACTICES WITHIN THE MEANING OF SECTION 8 (2) OF<br />

THE ACT.<br />

Upon finding that an employer has dominated or interfered with<br />

the formation or administration of a labor organization, the Board<br />

has ordered him to cease and desist from the unfair labor practices.<br />

Inasmuch as "the mere withdrawal of the respondent's [employer's]<br />

domination and support of the Employees' Group will not be sufficient<br />

See also : Matter of Red River Lumber Company and Lumber and Sawmill Workers<br />

Union Local No. 53 of International Woodworkers of America, 5 N. L. R. B. 663; and<br />

Matter of Armour & Company and Amalgamated Meat Cutters and Butcher Workmen of<br />

North America, Local Union No. .413, 5 N. L. R. B. 975.

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