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created in the mind of the employee thus singled out for special attention.” vintage disc golf knowledge poster Great Atlantic & Pacific Tea Co., 140 NLRB 133, 134 . In NVF Co., 210 NLRB 663 ,

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conditions—not objectionable). The rationale for invalidating elections involving the assembly of employees is not unlike the rationale in cases involving home visitations by officials and supervisors of the employer. vintage disc golf knowledge poster  In the latter situation the Board has made it clear that, whether or not the remarks during such visitations were coercive in character, the technique of visiting employees at their homes to urge them to reject the union as their bargaining representative is a ground for setting aside an election. See, for example, F. N. Calderwood, Inc., 124 NLRB 1211 . The crux of that rationale is in the fact that the employer has “the position of control over tenure of employment and working conditions which imparts the coercive effect to systematic individual interviews” that it conducts.

Plant City Welding & Tank Co., 119 NLRB 131, 133–134 . “The unique effectiveness of speeches addressed to employees assembled during working hours at the locus of their employment,” the Board noted, “has received congressional and judicial recognition and has been substantiated by research studies.” See H. W. Elson Bottling Co., 155 NLRB 714, 716 fn. 7 ; also NLRB v. United Aircraft Corp., 324 F.2d 128 (2d Cir. 1963), cert. denied 376 U.S. 951 . It would seem that a vital factor in the Board’s reasoning is that when individual employees are taken from their workplaces and subjected to antiunion propaganda at the hands of a supervisor in the privacy of a company office or in an isolated area away from other employees, there is a “likelihood that outright fear or uneasiness tinged with fear as to the consequences of unionism will be