Biggs Antique Company, Inc. And E. M. Knuckles, An Individual, 345 (1948)

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Biggs Antique Company, Inc. And E. M. Knuckles, An Individual, 345 (1948)

In the Matter of BIGGS ANTIQUE COMPANY, INC. and E. M. KNUCKLES,

AN INDIVIDUAL Case No. 5-CA-19.-Decided November 18, 1948 DECISION AND ORDER On June 14, 1948, Trial Examiner Henry J. Kent issued his Intermediate Report in the above-entitled proceeding, finding that the Respondent had engaged in and was engaging in certain unfair labor practices in violation of Section 8 (a) (1) and Section 8 (a) (3) of the Act, and recommending that it cease and desist therefrom and take certain affirmative action, as set forth in the copy of the Intermediate Report attached hereto. Thereafter, the Respondent filed exceptions to the Intermediate Report, and a supporting brief.

Pursuant to the provisions of Section 3 (b) of the National Labor Relations Act, as amended, the National Labor Relations Board has delegated its powers in connection with this proceeding to a three-man panel consisting of the undersigned Board Members.* The Board has reviewed the rulings of the Trial Examiner at the hearing and finds that no prejudicial error was committed. The rulings are hereby affirmed. The Board has considered the Intermediate Report, the exceptions and brief filed by the Respondent, and the entire record in the case,1 and hereby adopts the findings, conclusions, and recommendations of the Trial Examiner.

ORDER Upon the entire record in the case, and pursuant to Section 10 (c) of the National Labor Relations Act, as amended, the National Labor Relations Board hereby orders that the Respondent, Biggs Antique *Chairman Herzog and Members Houston and Gray.

SThe request of the Respondent for oral argument is denied because the record and the brief submitted by Respondent, in our opinion, adequately present the issues and positions of the parties.

Company, Inc., Richmond, Virginia, and its officers, agents, successors, and assigns, shall:

1. Cease and desist from:

(a) Discouraging membership in any labor organization of its employees by discharging or refusing to reinstate any of its employees, or by discriminating in any other manner in regard to their hire or tenure of employment or any term or condition of their employment;

(b) Interrogating its employees concerning their union affiliations, activities, or sympathies, or in any other manner interfering with, restraining, or coercing its employees in the exercise of the right to self-organization, to form labor organizations, to join or assist C. I. O.

Organizing Committee or any other labor organization, to bargain collectively through representatives of their own choosing, and to engage in concerted activities for the purpose of collective bargaining or other mutual aid or protecti...

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