Question: Goldfinger v. Feintuch (276 N.Y. 281) was a 1936/1937 a court case, in what city, that set a legal precedent in the area of labor law, namely that union members were free to peacefully protest, at the retail location, the retail sale of wholesale products that were manufactured by non-union employees, Wholesaling, jobbing, or distributing is the sale of goods or merchandise to retailers; to industrial, commercial, institutional, or other professional business users; or to other wholesalers and related subordinated services?

Context articles: Manufacturing
Wholesaling
Employee voice
Test case (law)
Goldfinger v. Feintuch
Harry P. Dees
Jobbing house
Agency shop
Harris v. Quinn
AMCON Distributing

Manufacturing is the production of merchandise for use or sale using labour and machines, tools, chemical and biological processing, or formulation.
 The term may refer to a range of human activity, from handicraft to high tech, but is most commonly applied to industrial production, in which raw materials are transformed into finished goods on a large scale.
 Such finished goods may be sold to other manufacturers for the production of other, more complex products, such as aircraft, household appliances, furniture, sports equipment or automobiles, or sold to wholesalers, who in turn sell them to retailers, who then sell them to end users and consumers.
Wholesaling, jobbing, or distributing is the sale of goods or merchandise to retailers; to industrial, commercial, institutional, or other professional business users; or to other wholesalers and related subordinated services.
 In general, it is the sale of goods to anyone other than a standard consumer.
Employee voice refers to the participation of employees in influencing organisational decision making.
 Because research and analysis have grown around the voice concept in a variety of disciplines, ‘employee voice’ has become an elastic term meaning somewhat different things to different policy, academic and practitioner actors .
 In the many disciplines that cover voice, such as human resource management, political science, economics, organisational behaviour, psychology or law, perspectives toward the concept differ.
 Drawing on Dundon et al. voice can be seen with different lenses.
 First, voice is an articulation of individual dissatisfaction or concern that aims to address a specific problem or issue with management.
 Second, voice takes the form of collective organisation, where voice provides a countervailing source of power to management.
 Third, there is the role of voice as a contribution to management decision-making.
 Here the purpose is to gain employee input to improve work organisation and efficiency more generally, perhaps through quality circles or teamwork, or eliciting workforce engagement.
 Fourth voice can be seen as an instrument for mutual gain, with productive collaboration between capital and labour increasing the long-term viability of an organisation and economic well-being of employees The editors of the Elgar Handbook of Employee Voice define employee voice as the ways and means through which employees attempt to have a say and potentially influence organisational affairs about issues that affect their work and the interests of managers and owners.
 This definition combines a variety of voice mechanisms that analysts often group in separate boxes (e.g. involvement or bargaining; union and non-union).
 It allows for employer implemented Non-union Employee Representative (NER) systems as a collective form of voice, be it chosen to marginalise a union presence or to provide an alternative to union influence In general, employee voice is about how employees are able to have a say over work activities and decisions within the organizations in which they work, regardless of the institutional channel through which it operates—whether through speak-up programmes, quality circles, teamwork, or collective negotiation.
In case law, a test case is a legal action whose purpose is to set a precedent.
 An example of a test case might be a legal entity who files a lawsuit in order to see if the court considers a certain law or a certain legal precedent applicable in specific circumstances.
 This is useful, for example, in order to later file similar lawsuits in similar circumstances.
Goldfinger v. Feintuch (276 N.Y. 281) was a 1936/1937 New York court case that set a legal precedent in the area of labor law, namely that union members were free to peacefully protest, at the retail location, the retail sale of wholesale products that were manufactured by non-union employees.
Harry Porter Dees (1912–2004) was an American lawyer best known for his expertise in business law, healthcare law and labor law.
 His most notable case, was argued in front of the United States Supreme Court in 1966.
 His victory for Hoosier Cardinal Corp. set a precedent for the application of statutes of limitations in labor relations cases and laid the foundation for his career.
 The importance of Dees' case is underscored by the vast number of references to its holding.
 This case has been cited in over 1,000 federal court and administrative agency opinions.
 In fact, every federal circuit court of appeal in the U.S. and countless state courts and administrative agencies have cited Dees' case.
 The case has been cited over 20 times by the U.S. Supreme Court alone.
 This case continues to have an undeniable impact in both U.S. academia and the courtroom: it has been discussed in over 100 law review journals, as recently as 2012, as well as several hundred briefs and motions filed throughout U.S. courts.
A jobbing house (also known as a "jobber" or "jobbing center") is a type of wholesale merchant business that buys goods and bulk products from importers, other wholesalers, or manufacturers, and then sells to retailers.
 Jobbing houses can deal in any commodity destined for the retail market.
 Typical categories are food, lumber, hardware, fuel, and textiles.
 Some manufacturers are also jobbers for their own finished goods.
 Common in the late 19th and early 20th century, the term has become archaic.
Where the agency shop is illegal, as is common in labor law governing American public sector unions, a "fair share provision" may be agreed to by the union and the employer.
 The provision requires non-union employees to pay a "fair share fee" to cover the costs of the union's collective bargaining activities.
 The "fair share" is similar to the agency shop, but usually more restrictive as to what may be charged to the non-member.
 In Canada, the agency fee is usually known as the Rand formula.
 Thus, in the United States' public sector, employees of the employer are entitled to not be members of the union, but they can be required to pay the documented costs of contract administration and negotiation.
 If they object, typically such a determination is submitted for hearing to a neutral arbitrator who will take evidence and render a final and binding decision as to the propriety of the fees assessed.
Harris v. Quinn, 573 U.S. ___ (2014) , is a US labor law case of the United States Supreme Court regarding provisions of Illinois state law that allowed a union security agreement.
 Since the Taft-Hartley Act of 1947 prohibited the closed shop, states could still choose whether to allow unions to collect fees from non-union members since the collective agreements with the employer would still benefit non-union members.
 The Court decided 5–4 that Illinois's Public Labor Relations Act, which permitted the union security agreements, violated the First Amendment.
AMCON Distributing Company is an American retail and wholesale consumer commodities sales and distribution company.
 Their wholesale products, which include processed and perishable foods, as well health care and tobacco products, are distributed to stores, supermarkets, and outlets primarily in the Rocky Mountains and southern regions of North America.
 The company operates two segments including wholesale distribution segment and retail segment.
 The company also operated sixteen retail health food stores in Florida and the Midwest.
 The company operates 4,500 convenience stores and 16,000 different products.
 In October 2012, it was ranked as the ninth largest convenience store distributor in the United States based on its annual sales.