Case Summary
**Case Summary: NLRB v. Daycon Products Company, Inc. (Docket No. 2602431)**
**Court:** United States Court of Appeals
**Docket Number:** 2602431
**Date:** [Insert date of decision, if applicable]
**Background:**
This case revolves around allegations of unfair labor practices committed by Daycon Products Company, Inc. ("Daycon"), a manufacturer and distributor of cleaning and maintenance products. The National Labor Relations Board (NLRB) initiated the proceedings after receiving charges from employees and a labor union representing them, claiming that Daycon had engaged in practices that violated the National Labor Relations Act (NLRA).
**Key Issues:**
The central issues in this case included:
1. Whether Daycon unlawfully discharged employees for union-related activities.
2. Whether Daycon failed to provide required information to the union, impeding the union's ability to represent its members effectively.
3. Whether Daycon's actions constituted interference with employees' rights to engage in protected concerted activities.
**Findings:**
The NLRB, after conducting investigations and hearings, found sufficient evidence to support the claims made against Daycon. The Board concluded that Daycon had indeed:
- Discharged employees due to their involvement in union activities, which constitutes a violation of Section 8(a)(3) of the NLRA.
- Refused to provide requested information to the union that was necessary for collective bargaining, violating Section 8(a)(5).
**Decision:**
The NLRB issued a decision ordering Daycon to:
- Reinstate the discharged employees and provide back pay for lost wages.
- Provide the requested information to the union without further delay.
- Cease and desist from engaging in unfair labor practices.
Daycon contested the NLRB's decision, resulting in the case being brought before an appellate court for further review.
**Conclusion:**
This case underscores the importance of protecting employees' rights to organize and engage in union activities. The NLRB's decision reinforced the enforcement mechanisms established under the NLRA to ensure fair labor practices and uphold the principles of collective bargaining. The appellate court’s final ruling on the case would further clarify the responsibilities of employers in relation to employee rights and union interactions.
[Note: Specific dates, further legal citations, or the appellate court's ruling should be inserted as necessary, based on the actual case progression and outcomes.]