NATIONAL LABOR RELATIONS BOARD

VII. PRINCIPLES ESTABLISHED 207
ing to, cooperating with, or assisting, through membership therein
or otherwise, the Harlan County Coal Operators Association or any
other organization engaging in, interfering with, restraining, or
coercing its employees in the exercise of the right to self-organization,
to form, join, or assist labor organizations, to bargain collectively
through representatives of their own choosing, and to engage in
concerted activities for the purposes of collective bargaining or other
mutual aid or protection, as guaranteed in Section 7 of the National
Labor Relations Act."
Orders under section 8 (1) frequently require employers to cease
and desist from the use of espionage 32 or of violence 33 as a means
of interfering with the rights of his employees to self-organization.
In Matter of Ford Motor Company, 34 the employer had hired thugs
to terrorize and beat union members, and utilized the services of
guards in its service department to stamp out union activity. The
Board ordered the employer to cease and desist from :
Threatening, assaulting, beating, or in any other manner interfering with,
restraining, or intimidating, directly or indirectly, members of International
Union, United Automobile Workers of America or any other labor organization
of its employees distributing or otherwise disseminating union literature
in the vicinity of its River Rouge plant ;
Organizing, maintaining, supporting or assisting vigilante or similar groups,
or employing or using such groups, the members of its Service Department, or
any other persons, directly or indirectly, for the purpose of intimidating or
coercing its employees from joining International Union, United Automobile
Workers of America or any other labor organization of its employees.
In Matter of General Shoe Corporation, 35 the Board found that union
employees had been evicted from the plant by a "bouncing squad"
composed of members of an employer-dominated organization. During
the hearing, the employer offered to reinstate the evicted employees,
but there was no guaranteee of full protection while at their
employment. The Board ordered the respondent to "provide full
reinstatement and adequate protection from violence or molestation
by other employees during the working hours." 36
Affirmative orders under section 8 (1) are not as common as cease
and desist orders. They occur in cases in which affirmative action is
deemed essential to remedy the situation brought about by the unfair
labor practices. 37 In Matter of Engineering Company and Metro-
Matter of United States Stamping company and Enamel Workers Union, No. 18630, 5
N. L. R. B. 172 (employer hired agents of the National Corporation service, Inc., to
report on union activities, and was ordered to cease and desist from "* • • engaging
the services of any agency or individuals for the purpose of, or in any other manner interfering
with, restraining, or coercing its employees * • •") ; Matter of Metropolitan Engineering
Company and Metropolitan Device Corporation and United Electrical and Radio
Workers of America, Local No. 1203, 4 N. L. R. B. 542 (employer sent an office employee
to spy upon a union meeting, and was ordered to cease and desist from "spying, maintaining
surveillance, or employing any other manner of espionage over the meetings or meeting
places and activities of the [union] • • • or any other labor organization • • •")
33 Matter of Ford Motor Company and International Union, United Automobile Workers
of America, 4 N. L. R. B. 621.
Matter of Ford Motor Company and International Union, United Automobile Workers
of America, 4 N. L. R. B. 621.
a, Matter of General Shoe Corporation and Georgia Federation of Labor, 5 N. L. R. B.
1005 Ṫhe employer was further ordered to "instruct all of its employees that physical assault
and other acts of intimidation and coercion of its employees shall not be permitted in the
plant during working hours."
37 See, for example. Matter of General Shoe Corporation and Georgia Federation of Labor,
5 N. L. R. B. 1005. In certain cases the Board has issued orders under this subdivision
which it would normally issue under another subdivision of section 8. See Second
Annual Report, pages 145-7, and also Matter of Indianapolis Glove Company and Amalgamated
Clothing Workers of New York, Local No. 145, 5 N. L. R. B. 231.