| Author | Title | Citation | Summary | Year |
| Jeffrey Selbin, Justin McCrary, Joshua Epstein |
UNMARKED? CRIMINAL RECORD CLEARING AND EMPLOYMENT OUTCOMES |
108 Journal of Criminal Law and Criminology 1 (Winter, 2018) |
An estimated one in three American adults has a criminal record. While some records are for serious offenses, most are for arrests or relatively low-level misdemeanors. In an era of heightened security concerns, easily available data, and increased criminal background checks, these records act as a substantial barrier to gainful employment and... |
2018 |
| Dallan F. Flake |
WHEN SHOULD EMPLOYERS BE LIABLE FOR FACTORING BIASED CUSTOMER FEEDBACK INTO EMPLOYMENT DECISIONS? |
102 Minnesota Law Review 2169 (May, 2018) |
Following a checkup at the local medical clinic, Mark stops by the reception desk to fill out an anonymous survey about his visit in exchange for ten dollars off his bill. Mark skims the questionnaire, rates his doctor, Melanie Flowers, mostly threes (out of five), and is on his way. When the clinic is forced to lay off one of its doctors two... |
2018 |
| Tyler Sherman |
ALL EMPLOYERS MUST WASH THEIR SPEECH BEFORE RETURNING TO WORK: THE FIRST AMENDMENT & COMPELLED USE OF EMPLOYEES' PREFERRED GENDER PRONOUNS |
26 William & Mary Bill of Rights Journal 219 (October, 2017) |
Under an ordinary gloss, it is easy to limit the First Amendment's Free Speech Clause to its black-letter text. Taken purely at face value, the Free Speech Clause only prohibits the government from making laws abridging the freedom of speech. The text makes no other direct mention of speech rights, guarantees, or proscriptions. However, the First... |
2017 |
| Ariela Rutbeck-Goldman |
AN "UNFAIR AND CRUEL WEAPON": CONSEQUENCES OF MODERN-DAY POLYGRAPH USE IN FEDERAL PRE-EMPLOYMENT SCREENING |
7 UC Irvine Law Review 715 (December, 2017) |
I. Doug Williams's Case and Its Precedents. 718 II. Background of Polygraph Technology and Its Use in Employment. 722 A. Polygraph Background and Basics. 722 B. Banning the Test for Employment Screening. 725 1. Background of the Ban: Unreliability. 725 2. The Federal Government's Exemption in the EPPA. 726 3. Specific Issues in Expansion to CBP.... |
2017 |
| Deborah Dinner |
BEYOND "BEST PRACTICES": EMPLOYMENT-DISCRIMINATION LAW IN THE NEOLIBERAL ERA |
92 Indiana Law Journal 1059 (Summer, 2017) |
Why does U.S. legal culture tolerate unprecedented economic inequality even as it valorizes social equality along identity lines? This Article takes a significant step toward answering this question by examining the relationship between U.S. employment-discrimination law and neoliberalism. It shows that the rise of antidiscrimination ideals in the... |
2017 |
| Rebecca J. Wilson , Kiley M. Belliveau , Leigh Ellen Gray |
BUSTING THE BLACK BOX: BIG DATA, EMPLOYMENT AND PRIVACY |
84 Defense Counsel Journal 1 (July, 2017) |
We live in an era of big data. Our increasing reliance on digital communication coupled with the technological ability to capture, collect, and analyze ever-growing volumes of data has led to the application of predictive analytics techniques to many of the most important facets of our lives, including healthcare, education, and employment. The... |
2017 |
| Andrew T. Williamson |
CLEARLY UNFAIR: MCCLEARY-EVANS AND THE PROBLEMS ASSOCIATED WITH PLEADING AN EMPLOYMENT DISCRIMINATION CASE |
11 Charleston Law Review 270 (Winter, 2017) |
I. INTRODUCTION. 271 II. A SUMMARY OF THE CASE. 273 A. Factual Summary. 273 B. Procedural Summary. 274 III. THE EVOLUTION OF THE FEDERAL CIVIL PLEADING STANDARD. 276 A. The Birth of the Federal Rules of Civil Procedure--Common Law to Code Pleading. 276 B. The Era of Notice Pleading. 279 1. Conley v. Gibson: No Set of Facts. 279 2. McDonnell... |
2017 |
| Einat Albin |
CUSTOMER DOMINATION AT WORK: A NEW PARADIGM FOR THE SEXUAL HARASSMENT OF EMPLOYEES BY CUSTOMERS |
24 Michigan Journal of Gender & Law 167 (2017) |
This Article introduces a novel legal paradigm--customer domination at work--to address the sexual harassment of employees by customers. This new approach challenges the prevailing paradigm, which focuses on the employer-employee binary relationship. I show how, under current Title VII law, the prevailing paradigm leads to a weaker form of employer... |
2017 |
| Laura Beth Nielsen , Ellen C. Berrey , Robert L. Nelson |
DIGNITY AND DISCRIMINATION: EMPLOYMENT CIVIL RIGHTS IN THE WORKPLACE AND IN COURTS |
92 Chicago-Kent Law Review 1185 (2017) |
Gerry Handley (plaintiff): They would like always bring up these racial conversations and make these racial jokes . I'd just ignore them. I wouldn't laugh or I wouldn't listen in .. They started talking about incest, and they started talking about blacks from slavery time, you know, they bred them and sold them, and they inbred them down in the... |
2017 |
| Matthew Bottoms |
EMPLOYER BEWARE: CHANGING THE LANDSCAPE OF EMPLOYMENT DISCRIMINATION CLAIMS AT THE SUMMARY JUDGMENT STAGE |
68 Mercer Law Review 1145 (Summer, 2017) |
In Quigg v. Thomas County School District, the United States Court of Appeals for the Eleventh Circuit changed the summary judgment framework for mixed-motive employment discrimination cases. The ruling in Quigg will affect both employers and employees and will lead to more mixed-motive discrimination claims reaching the jury, rather than being... |
2017 |
| Dallan F. Flake |
EMPLOYER LIABILITY FOR NON-EMPLOYEE DISCRIMINATION |
58 Boston College Law Review 1169 (September, 2017) |
Introduction. 1170 I. The Growth of Non-employee Discrimination. 1176 A. The Service Economy. 1176 B. Growing Organizational Complexity. 1178 II. Manifestations of Non-employee Discrimination. 1181 A. Conscious Discrimination. 1182 1. Direct Discrimination. 1182 2. Indirect Discrimination. 1183 B. Unconscious Discrimination. 1186 1. Direct... |
2017 |
| Laura T. Kessler |
EMPLOYMENT DISCRIMINATION AND THE DOMINO EFFECT |
44 Florida State University Law Review 1041 (Spring, 2017) |
Employment discrimination is a multidimensional problem. In many instances, some combination of employer bias, the organization of work, and employees' responses to these conditions, leads to worker inequality. Title VII does not sufficiently account for these dynamics in two significant respects. First, Title VII's major proof structures divide... |
2017 |
| Lucy Gubernick |
ERASING THE MARK OF CAIN: AN EMPIRICAL ANALYSIS OF THE EFFECT OF BAN-THE-BOX LEGISLATION ON THE EMPLOYMENT OUTCOMES OF PEOPLE OF COLOR WITH CRIMINAL RECORDS |
44 Fordham Urban Law Journal 1153 (August, 2017) |
Criminals, it turns out, are the one social group in America we have permission to hate. --Michelle Alexander C1-2Table of Contents Introduction. 1154 I. Why Are Governments Banning the Box?. 1157 A. Criminal Records in the Labor Market. 1157 II. The Negative Credential and Race. 1164 A. The Legal History That Gave Rise to the Need for States to... |
2017 |
| Ryan J. Blackney |
EXECUTIVE ORDERS, TITLE VII & LGBT EMPLOYEES: MAKING THE CASE FOR FURTHER UNILATERAL ACTION |
51 University of San Francisco Law Review 313 (2017) |
Executive orders are a historically rich phenomenon and extend as far back as George Washington. While executive orders are not expressly enumerated under the Constitution, the chief executive has traditionally relied on them for a variety of purposes. Since 1789, American presidents have used executive orders in some form to implement foreign... |
2017 |
| Harvey L. Fiser , Patrick D. Hopkins |
GETTING INSIDE THE EMPLOYEE'S HEAD: NEUROSCIENCE, NEGLIGENT EMPLOYMENT LIABILITY, AND THE PUSH AND PULL FOR NEW TECHNOLOGY |
23 Boston University Journal of Science and Technology Law 44 (Winter, 2017) |
Two months ago, Jack was hired by ThreeSheets Brewery, Inc. as a driver. His job was to load, transport, and unload beer from a central production and distribution center to numerous restaurants, convenience stores, and bars within a 200-mile area--a job where he would be constantly exposed to alcohol and often encouraged to try new flavors. He had... |
2017 |
| Camille A. Olson, Gina R. Merrill, Kaitlyn F. Whiteside, Needhy Shah |
IMPLICIT BIAS THEORY IN EMPLOYMENT LITIGATION |
63 Practical Lawyer 37 (October 1, 2017) |
The term implicit bias is commonly used to refer to ingrained beliefs, whether positive or negative, about other individuals or groups that are triggered automatically. These beliefs are not conscious thoughts but rather represent reflexive reactions at the unconscious level. The developers of the theory, social psychologists Anthony Greenwald... |
2017 |
| David L. Hudson Jr. |
PUBLIC EMPLOYEES, PRIVATE SPEECH |
103-MAY ABA Journal 48 (May, 2017) |
High-profile controversies over police shootings, questionable promotions, racial profiling, attacks on law enforcement and race-based incidents have led to an increase in public employees being disciplined for publicly posting commentary deemed offensive or incendiary. Public employees have been suspended for all manner of speech--supporting the... |
2017 |
| David McElhattan , Laura Beth Nielsen , Jill D. Weinberg |
RACE AND DETERMINATIONS OF DISCRIMINATION: VIGILANCE, CYNICISM, SKEPTICISM, AND ATTITUDES ABOUT LEGAL MOBILIZATION IN EMPLOYMENT CIVIL RIGHTS |
51 Law and Society Review 669 (September, 2017) |
What factors affect whether ordinary citizens believe that workplace decisions involving African-American employees rise to the level of discrimination? When do observers believe targets of possible race discrimination should consider mobilizing the law? We use a factorial design vignette study administered to a nationally representative sample of... |
2017 |
| Elaine Luthens |
RACIAL DISCRIMINATION OR VALID BUSINESS JUDGMENTS?: EMPLOYMENT DISCRIMINATION AND THE BUSINESS JUDGMENT RULE |
20 Journal of Gender, Race and Justice 381 (Spring, 2017) |
I. Introduction. 381 II. Background. 382 A. Employment Discrimination Statutes. 382 1. Title VII of the Civil Rights Act of 1964. 383 2. The Equal Pay Act. 383 3. The Americans with Disabilities Act. 384 4. The Age Discrimination in Employment Act. 384 5. State Statutes. 385 B. The McDonnell Douglas Burden-Shifting Scheme. 385 C. The Business... |
2017 |
| Katherine E. Leung |
RACIAL IDENTITY PERFORMANCE AND EMPLOYMENT DISCRIMINATION LAW |
24 Virginia Journal of Social Policy and the Law 57 (Winter, 2017) |
Introduction. 58 I. Framing Racial Identity Performance Protection. 59 A. Critical Framework. 59 B. The Development of Modern Disparate Impact Theory. 61 II. History of Identity Performance Protections Under Title VII. 63 A. The Evolution of Sex Discrimination Under Title VII. 63 B. Protecting Religious Identity Performance. 66 Before and After... |
2017 |
| Matthew W. Green Jr. |
SAME-SEX SEX AND IMMUTABLE TRAITS: WHY OBERGEFELL v. HODGES CLEARS A PATH TO PROTECTING GAY AND LESBIAN EMPLOYEES FROM WORKPLACE DISCRIMINATION UNDER TITLE VII |
20 Journal of Gender, Race and Justice 1 (February, 2017) |
The plaintiffs also state that, by treating their marriages as if they did not exist, the state . encourages private citizens to deny their marriages and exposes them to discrimination in their daily lives. I. Introduction. 2 II. Same-Sex Sex and Immutable Traits. 7 A. Lawrence, Obergefell, and Same-Sex Sex. 8 1. Due Process and Fundamental Rights.... |
2017 |
| Randall John Bunnell |
SUMMARY JUDGMENT PRINCIPLES IN LIGHT OF TOLAN v. COTTON: EMPLOYMENT DISCRIMINATION IMPLICATIONS IN THE FIFTH CIRCUIT |
63 Loyola Law Review 77 (Spring, 2017) |
INTRODUCTION. 77 I. THE FRAMEWORK AND ITS ARENA. 79 A. The Framework. 80 1. The Establishment of the McDonnell Douglas Framework. 80 2. Proving Pretext. 82 3. Variations on a Theme: Views of Pretext. 84 4. The Fifth Circuit Post-Reeves. 87 B. The Arena. 89 1. A Brief History of Summary Judgment. 89 2. The Summary Judgment Trilogy. 90 3. Recent... |
2017 |
| Matthew T. Bodie |
THE BEST WAY OUT IS ALWAYS THROUGH: CHANGING THE EMPLOYMENT AT-WILL DEFAULT RULE TO PROTECT PERSONAL AUTONOMY |
2017 University of Illinois Law Review 223 (2017) |
Employment at-will is the default rule of termination for the vast majority of American employment relationships. The rule creates a presumption--a strong one--that the contract for employment allows either party to terminate the contract at any point in time. Since its inception, this bright-line rule has given way to carefully curated exceptions,... |
2017 |
| Benjamin D. Geffen |
THE COLLATERAL CONSEQUENCES OF ACQUITTAL: EMPLOYMENT DISCRIMINATION ON THE BASIS OF ARRESTS WITHOUT CONVICTIONS |
20 University of Pennsylvania Journal of Law and Social Change 81 (2017) |
Lawmakers, advocates, and scholars have trained a great deal of attention on the collateral consequences of criminal convictions, particularly the effects of conviction on employment. This article focuses on an overlooked problem: employers' widespread use of non-convictions, including acquittals, to reject job applicants or fire employees. Using... |
2017 |
| Alexander M. Nourafshan |
THE NEW EMPLOYMENT DISCRIMINATION: INTRA-LGBT INTERSECTIONAL INVISIBILITY AND THE MARGINALIZATION OF MINORITY SUBCLASSES IN ANTIDISCRIMINATION LAW |
24 Duke Journal of Gender Law & Policy 107 (Spring, 2017) |
I. Introduction. 108 II. The Roots of Intersectional Invisibility. 111 A. The Single-Axis Framework in Employment Discrimination Law. 111 B. Judicial Responses to Intersectional Claims. 115 III. LGBT Intersectionality. 120 A. LGBT Workplace Discrimination. 122 B. The Precariousness of Intersectional LGBT Claims. 126 C. Intra-LGBT Intersectionality.... |
2017 |
| Deborah L. Brake |
THE SHIFTING SANDS OF EMPLOYMENT DISCRIMINATION: FROM UNJUSTIFIED IMPACT TO DISPARATE TREATMENT IN PREGNANCY AND PAY |
105 Georgetown Law Journal 559 (March, 2017) |
C1-3Table of Contents L1-2Introduction . L3560 I. A Brief Overview of Employment Discrimination Law: The Tyranny of the Proof Frameworks and the Judiciary's Narrow View of Discriminatory Intent. 563 A. TRACING THE IMPACT AND TREATMENT DIVIDE AND THEIR SEPARATE PROOF FRAMEWORKS. 564 B. THE MEANING OF DISCRIMINATORY INTENT: WHAT COURTS HAVE IN MIND.... |
2017 |
| Maurice Wexler |
THE SURVIVAL OF THE INTENTIONALITY DOCTRINE IN EMPLOYMENT LAW: TO BE OR NOT TO BE? |
47 University of Memphis Law Review 699 (Spring, 2017) |
I. Introduction. 700 II. Challenging the Intentionality Doctrine. 701 II. The Long and Short of Implicit Bias. 704 III. Old Fashioned Stereotyping and the Intentionality Doctrine: Their Genesis and Survival. 705 A. One Hundred Fifty Years and Then Some of Explicit Racial Discrimination and Stereotyping and the Intentionality Doctrine. 706 1. Racial... |
2017 |
| Todd R. Wulffson, Emily K. Borman |
THE WAGE EQUALITY ACT OF 2016: PROMOTING EQUITY OR STUNTING EMPLOYMENT? |
59-FEB Orange County Lawyer 32 (February, 2017) |
Celebrated during the month of February, National African American History Month honors the contributions of African Americans to United States history, and recognizes the continuing struggle of many courageous individuals for fair and equal rights. The call for equality is not limited to African Americans, but encompasses the sacrifice's and... |
2017 |
| Nina Kucharczyk |
THINKING OUTSIDE THE BOX: REFORMING EMPLOYMENT DISCRIMINATION DOCTRINE TO COMBAT THE NEGATIVE CONSEQUENCES OF BAN-THE-BOX LEGISLATION |
85 Fordham Law Review 2803 (May, 2017) |
As part of the larger movement to reform the criminal justice system, legislation has recently been implemented to expand job opportunities for formerly incarcerated individuals as they exit the system. Specifically, ban-the-box laws were passed to reduce widespread employment discrimination that formerly incarcerated individuals encounter by... |
2017 |
| Sarah Khanghahi |
THIRTY YEARS AFTER AL-KHAZRAJI: REVISITING EMPLOYMENT DISCRIMINATION UNDER SECTION 1981 |
64 UCLA Law Review 794 (March, 2017) |
Many scholars have written about the racialization process experienced by people of Southwest Asia and North African (SWANA) descent, emphasizing the increased discrimination experienced by those perceived as Middle Eastern or SWANA. There is very little scholarship, however, concentrating specifically on employment discrimination faced by those of... |
2017 |
| Susan D. Carle |
ANGRY EMPLOYEES: REVISITING INSUBORDINATION IN TITLE VII CASES |
10 Harvard Law & Policy Review 185 (Winter, 2016) |
To read federal case law decided under Title VII of the Civil Rights Act of 1964 --the provision that prohibits employment discrimination on the basis of race, sex, and other characteristics--is to be struck by the continuing racial and sexual hostility in U.S. workplaces today, and also at courts' too frequent unwillingness to address it. Courts... |
2016 |
| Shane O'Halloran |
DOES TITLE VII WORK FOR TEMPS? FAUSH v. TUESDAY MORNING RECONSIDERS THE EMPLOYMENT RELATIONSHIP |
61 Villanova Law Review 653 (2016) |
And you have all these people say, When are you going to get a real job? I mean, you're going through all the motions of a real job. I mean, you're showing up at a place between eight and five. And technically, you're probably doing as much as anyone else who works there full-time. You know? But you're just sort of this ghost. Matthew Faush was... |
2016 |
| Nicholas Larkin |
EMPLOYMENT DISCRIMINATION: HAVE THE FEDERAL COURTS REACHED A CONSENSUS ON HOW TO INTERPRET TITLE VII CLAIMS ALLEGED BY PLAINTIFFS WHO IDENTIFY AS LESBIAN, GAY, BISEXUAL, OR TRANSGENDER? |
6 American University Labor & Employment Law Forum 1 (2016) |
Discrimination, especially when it occurs in the workplace, is a controversial and complicated subject that society has struggled to overcome for many years. When workplace discrimination is directed towards those who identify as Lesbian, Gay, Bisexual, or Transgender (LGBT), employment discrimination becomes even more complex. Employment... |
2016 |
| Elizabeth P. Weissert |
GET OUT OF JAIL FREE? PREVENTING EMPLOYMENT DISCRIMINATION AGAINST PEOPLE WITH CRIMINAL RECORDS USING BAN THE BOX LAWS |
164 University of Pennsylvania Law Review 1529 (May, 2016) |
Introduction. 1530 I. The Problem of Discrimination Against People with Criminal Records in Hiring. 1533 A. The Prevalence and Negative Impacts of Employment Discrimination Against People with Criminal Records. 1533 B. Employers' Motivations for Refusing to Hire Job Applicants with Criminal Records. 1536 II. The Limitations of the Current Legal... |
2016 |
| Leora F. Eisenstadt , Jeffrey R. Boles |
INTENT AND LIABILITY IN EMPLOYMENT DISCRIMINATION |
53 American Business Law Journal 607 (Winter 2016) |
In March 2015, The New Yorker brought a question typically debated by legal scholars firmly into the public consciousness when it published the article, The Ellen Pao Trial: What Do We Mean by Discrimination? The article was prompted by an employment discrimination case brought by Ellen Pao, a former junior partner at the Silicon Valley-based... |
2016 |
| Shayak Sarkar |
INTIMATE EMPLOYMENT |
39 Harvard Journal of Law & Gender 429 (Summer, 2016) |
Intimate employees work to facilitate, maintain, and protect our private bodies, moments, and spaces. Amidst such interdependencies, how do we legally balance the interests of employers, including parents and those with physical disabilities, with those of their intimate employees? A national movement for domestic workers' rights unsettles a status... |
2016 |
| W. Jonathan Martin II , F. Damon Kitchen , Gary R. Wheeler |
LABOR AND EMPLOYMENT LAW |
67 Mercer Law Review 955 (Summer 2016) |
This Article surveys the United States Court of Appeals for the Eleventh Circuit precedent from January 1, 2015 to December 31, 2015. The following is a discussion of those opinions. The United States Supreme Court issued three decisions affecting employment law this survey period. First, in Young v. United Parcel Service, Inc., a divided Supreme... |
2016 |
| Lawrence D. Rosenthal |
NO GOOD DEED GOES UNPUNISHED: THE LACK OF PROTECTION FOR VOLUNTEERS UNDER FEDERAL ANTI-DISCRIMINATION STATUTES |
2016 Brigham Young University Law Review 117 (2016) |
One issue that often arises in cases involving Title VII of the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA) is whether a particular individual is an employee. There are many reasons why this issue is important. First, only employees can sue under these... |
2016 |
| John H. Shannon , Susan A. O'Sullivan-Gavin |
POST QUON: AN ANALYSIS OF THE EVOLUTION OF NEW MEDIA AND THE EMPLOYMENT RELATIONSHIP |
11 Journal of Business & Technology Law 179 (2016) |
New Media and the employment relationship intersect on several fronts: the initial hiring process, maintenance and termination of an employment relationship, intraoffice communication, contacts with clients and customers, supply chain exchanges, governmental agency relationships, and public relations. In each scenario, both the employer and... |
2016 |
| Peter Siegelman |
PROTECTING THE COMPROMISED WORKER: A CHALLENGE FOR EMPLOYMENT DISCRIMINATION LAW |
64 Buffalo Law Review 565 (May, 2016) |
Only the very best workers are completely satisfactory, and they are not likely to be discriminated against-the cost of discrimination is too great. The law tries to protect average and even below-average workers against being treated more harshly than would be the case if they were of a different race, sex, religion, or national origin, but it has... |
2016 |
| Hanna Martin |
RACE, RELIGION, AND RFRA: THE IMPLICATIONS OF BURWELL v. HOBBY LOBBY STORES, INC. IN EMPLOYMENT DISCRIMINATION |
2016 Cardozo Law Review de novo 1 (2016) |
C1-2Table of Contents Introduction. 2 I. The Prevalence Of White Separatism And White Nationalism In The United States. 4 II. The Religious Freedom Restoration Act and Hobby Lobby. 10 A. The Free Exercise Clause and Passage of the Religious Freedom Restoration Act. 10 B. State Religious Freedom Restoration Acts. 11 C. The Contraceptive Mandate and... |
2016 |
| Shirley W. Bi |
RACE-BASED REVERSE EMPLOYMENT DISCRIMINATION CLAIMS: A COMBINATION OF FACTORS TO THE PRIMA FACIE CASE FOR CAUCASIAN PLAINTIFFS |
2016 Cardozo Law Review de novo 40 (2016) |
C1-2Table of Contents Introduction. 41 I. Background: Reverse Racial Discrimination and the Three Approaches to the McDonnell Douglas Burden-Shifting Framework. 44 A. Back to Title VII and the McDonnell Douglas Framework. 44 B. All Groups Are Protected. 47 C. The First Approach--The Background Circumstances. 48 D. A Second Approach--The Protected... |
2016 |
| Hal K. Gillespie, Mark A. Shank, Dallas, Gillespie Sanford, Dallas, Gruber Hurst Johansen Hail Shank |
RECENT CASE LAW AND DEVELOPMENTS IN EMPLOYMENT LAW |
74 The Advocate (Texas) 127 (Spring, 2016) |
I. FEDERAL CASES. 1 A. Title VII / Discrimination. 1 B. Administrative, Jurisdictional and Procedural. 8 C. Age Discrimination in Employment Act (ADEA). 11 D. Americans with Disability Act (ADA/ADAAA). 16 E. Arbitration. 19 F. Attorney-Client Relationship. 20 G. Attorneys' Fees and Injunctive Relief. 21 H. Employment at-will Relationship. 22 I.... |
2016 |
| Craig Robert Senn |
REDEFINING PROTECTED "OPPOSITION" ACTIVITY IN EMPLOYMENT RETALIATION CASES |
37 Cardozo Law Review 2035 (August, 2016) |
Over the last decade, retaliation claims under our federal employment discrimination laws--such as Title VII of the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act of 1990 (ADA), and the Age Discrimination in Employment Act of 1967 (ADEA)--have skyrocketed. In that period, these claims have increased in number by over... |
2016 |
| Emily Meyer |
REIGNING IN THE LITIGIOUS EMPLOYEE: A PROPOSAL FOR FEDERAL ANTI-DISCRIMINATION LAW REFORM |
54 University of Louisville Law Review 505 (2016) |
There is no doubt that discrimination is odious but a frivolous or malicious charge of such conduct . . . is at least equally obnoxious. Consider this scenario: You own a small factory employing fifty workers. You recently transferred a Hispanic employee to a different division in the factory because you believed the employee's skills would be... |
2016 |
| Dallan F. Flake |
RELIGIOUS DISCRIMINATION BASED ON EMPLOYER MISPERCEPTION |
2016 Wisconsin Law Review 87 (2016) |
This Article addresses the circuit split over whether Title VII prohibits discrimination based on an employer's misperception of an employee's religion. This is an especially critical issue because misperception-based religious discrimination is likely to increase as the United States continues to experience unprecedented religious diversification.... |
2016 |
| Heather S. Dixon |
REVISITING TITLE VII AFTER 50 YEARS: THE NEED FOR INCREASED REGULATORY OVERSIGHT OF EMPLOYERS' PERSONNEL DECISIONS |
59 Howard Law Journal 441 (Winter 2016) |
INTRODUCTION. 441 I. BACKGROUND AND DATA. 443 II. PROBLEMS WITH THE CURRENT EEOC MODEL. 450 A. Retaliation. 451 B. Resources. 454 C. Information. 454 D. Detrimental Delay. 455 III. THE IMPORTANCE OF CHANGE. 456 IV. THE PROPOSED REGULATORY OVERSIGHT. 459 V. JUSTIFICATION AND AUTHORITY. 464 CONCLUSION. 467 |
2016 |
| Joni Hersch , Jennifer Bennett Shinall |
SOMETHING TO TALK ABOUT: INFORMATION EXCHANGE UNDER EMPLOYMENT LAW |
165 University of Pennsylvania Law Review 49 (December, 2016) |
To avoid the appearance of sex discrimination that would violate Title VII of the Civil Rights Act, Equal Employment Opportunity Commission (EEOC) guidance coupled with a common misunderstanding of the law have resulted in little or no information about family status being provided in pre-employment interviews. To investigate whether concealing... |
2016 |
| David A. Green |
THE FALLACY OF LIBERAL DISCOVERY: LITIGATING EMPLOYMENT DISCRIMINATION CASES IN THE E-DISCOVERY AGE |
44 Capital University Law Review 693 (Fall, 2016) |
As part of the Civil Rights Act of 1964, the United States Congress enacted legislation that protects the employment of those who fall into protected categories of race, color, religion, sex, and national origin. Employees may sue their employers for violating Title VII of the Act if the employers fail or refuse to hire or to discharge any... |
2016 |
| Michelle Y. DiMaria |
THE FINE LINE EMPLOYERS WALK: IS IT A JUSTIFIED BUSINESS PRACTICE, OR DISCRIMINATION? |
6 American University Labor & Employment Law Forum 1 (2016) |
The focus on equal protection in employment and labor matters has steadily evolved in the United States in recent decades. This evolution has involved the Equal Employment Opportunity Commission (EEOC) increasing in power and authority to enforce employee protections, which has resulted in increased challenges to employers. Additionally, the... |
2016 |