Abstract
National Labor Relations Board (NLRB) v. Yeshiva University was decided by the U.S. Supreme Court in 1980.1 In that case, as most members of the academic community remember, the Court found that the faculty at this mature university exercised managerial authority as defined by the NLRB and court decisions. As a result, faculty members were excluded from the protections of the National Labor Relations Act (NLRA). I will review quickly the early impact and subsequent expansion of that decision and then observe how the decision relates to, and impedes, the developing concept of labormanagement cooperation. Many commentators at the time of the decision were critical not only of the Supreme Court's reversal of the NLRB's conclusion that Yeshiva
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