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Most employers today respect the right of unions to organize and bargain collectively.However, a minority of employers resist union organizational efforts by illegal means.In a Joy Silk case,' a common example of such resistance, the employer refuses to bargain with a union which has demanded recognition on the basis of an authorization card majority and thereafter dissipates the union's majority by engaging in additional unfair labor practices.The National Labor Relations Board typically grants relief in a Joy Silk case by issuing a bargaining order; this is an effective remedy in a substantial number of cases, but in others it fails to restore the status quo before the continuing unfair labor practices.To more fully achieve the purposes of the Labor Management Relations Act, 2 the Board should formulate and apply additional remedies.
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