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During the last decade, the shift of industrialization southward towards the Sunbelt has brought growing prosperity to many previously impoverished communities. Climate, new markets, and favorable tax environments have made previously agrarian communities attractive to northern industries. The ample availability of nonunion labor in these communities has obviously played a large part in their selection as sites for plant relocation. In these cities and towns, the fortuitously "dropped" union authorization card in a plant restroom, or a report that a guest in a local motel has used a credit card issued to a labor union, will send ripples of alarm throughout the community. Elaborate "Christmas tree" communication networks will spring into action like a community DEW line, passing the dread word rapidly from merchant to manager, from minister to mayor, that "the union is in town." ...

The purpose of this article will be to identify those interests that a local community has in an individual employer's relationship with his employees and to articulate standards by which a community's defense of its perceived interests can be judged. It will examine and criticize the traditional approaches and analyses employed by the National Labor Relations Board (NLRB or Board) and the courts in regulating third-party conduct which may impact upon the relationship between an employer-community member and his employees or their collective bargaining representative.