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NATIONAL LABOR RELATIONS BOARD

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206 THIRD ANNUAL REPORT OF <strong>NATIONAL</strong> <strong>LABOR</strong> <strong>RELATIONS</strong> <strong>BOARD</strong><br />

5. ORDERS IN CASES IN WHICH THE <strong>BOARD</strong> HAS POUND THAT AN EMPLOYER HAS<br />

ENGAGED IN UNFAIR <strong>LABOR</strong> PRACTICES WITHIN THE MEANING OF SECTION 8 (1)<br />

OF THE ACT<br />

Unfair labor practices within the meaning of any of the four other<br />

subdivisions of section 8 are also unfair labor practices within the<br />

meaning of section 8 (1) .28 Cease and desist orders under this subdivision<br />

are usually general in nature and couched in the language of<br />

sections 7 and 8 (1) of the act, as follows :<br />

Cease and desist from in any manner interfering with, restraining, or coercing<br />

its employees *. * * in the exercise of their rights to self-organization,<br />

to form, join, or assist labor organizations, to bargain collectively through representatives<br />

of their own choosing, and to engage in concerted activities for<br />

the purpose of collective bargaining or other mutual aid or protection, as guaranteed<br />

in Section 7 of the Act.'<br />

When, however, acts of the employer are found to constitute unfair<br />

labor practices independent of any practice particularized in the<br />

other subdivisions of section 8, the Board frequently issues an additional<br />

order requiring the employer specifically to cease and desist<br />

from such acts. In Matter of Clover Fork Coal Company, 3° for example,<br />

the Board ordered the employer to cease and desist from the<br />

following practices which constituted interference with and restraint<br />

and coercion of its employees :<br />

(a) Maintaining surveillance of or employing any manner of espionage<br />

for the purpose of ascertaining and investigating the activities of United Mine<br />

Workers of America and of the activities of its employees in connection with<br />

such organization or any other labor organization ; (b) indicating to its employees<br />

the respondent's attitude and desires with respect to the relationship of<br />

its employees to any particular labor organization, or indicating to its employees<br />

the respondent's judgment of union organizers or particular labor<br />

organizations; (c) threatening to close its mine if its employees join with any<br />

labor organization ; (d) expressing to its employees its approval of anti-union<br />

sentiment or activities ; and (e) in any other manner interfering with, restraining,<br />

or coercing its employees in the exercise of the right to self-organization,<br />

to form, join, or assist labor organizations, to bargain collectively through<br />

representatives of their own choosing, and to engage in concerted activities<br />

for the purpose of collective bargaining or other mutual aid or protection, as<br />

guaranteed in Section 7 of the National Labor Relations Act.'<br />

The employer, in the same case, was a member of the Harlan<br />

County Coal Operators Association, an organization found by the<br />

Board to have been engaged in labor practices declared unfair by<br />

the act. From the evidence the Board concluded that the illegal<br />

acts of the Association were in effect those of the respondent. It<br />

accordingly ordered the employer to "cease and desist from contribut-<br />

28 Section 8 (1) is treated last, inasmuch as it is the most inclusive subdivision and<br />

"the four succeeding unfair labor practices are designed not to impose limitations or<br />

restrictions upon the general guarantees of the first, but rather to spell out with particularity<br />

some of the practices that have been most prevalent and most troublesome." (Sen.<br />

Rep. No. 573, 74th Cong., 1st Sess. (1935) 9). In a few cases where the Board has found<br />

a violation of 8 (1) solely by virtue of a finding , of a refusal to bargain collectively<br />

under 8 (5), it has deemed it unnecessary to issue the more general cease and desist<br />

order. See, for example, Matter of St. Joseph Stockyards Company, and Amalgamated Meat<br />

Cutters and Butcher Workmen of North America, Local No. 159, 2 N. L. R. B. 39.<br />

See, for example, Matter of Proximity Print Works and Textile Workers Organizing<br />

Committee, 7 N. L. R. B. 803.<br />

30 Matter or Clover Fork Coal Company and District 19, United Mine Workers of<br />

America, 4 N. L. R. B. 202, order enforced in Clover Fork Company V. National Labor<br />

Relations Board, 94 F. (2d) 331 (C. C. A. 6th, 1938).<br />

31 For other cases containing specific orders, see Matter of Consolidated Edison Company<br />

of New York, Inc., at al. and United Electrical and Radio Workers of America, affiliated<br />

with the Committee for Industrial Organization, 4 N. L. R. B. 71. order enforced in<br />

Consoliddted Edison Co. v. National Labor Relations Board, 95 F. (2d) 390 (C. C. A. 2d.<br />

1938), certiorari granted, 58 S. Ct. 1038, U. S. Sup. Ct., decided Dec. 5, 1938. Matter of<br />

Botany Worsted Mills and Textile Workers Organizing Committee, 4 N. L. R. B. 292.

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