| Author | Title | Citation | Summary | Year |
| 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 |
| Joseph A. Dempewolf |
THROWING THE RED FLAG: A REVIEW OF THE NLRB'S FUMBLED DECISION REGARDING COLLEGIATE FOOTBALL PLAYERS AS EMPLOYEES [NORTHWESTERN UNIV., 362 N.L.R.B. NO. 167 (AUG. 17, 2015)] |
55 Washburn Law Journal 789 (Summer, 2016) |
College football is a sport that bears the same relation to education that bullfighting does to agriculture. - Elbert Hubbard, American Author Every Saturday in the fall, thousands of collegiate football players across the country lace up their cleats and put on their pads, ready to clash with the opposing team. Some play college football with the... |
2016 |
| Lu-in Wang |
WHEN THE CUSTOMER IS KING: EMPLOYMENT DISCRIMINATION AS CUSTOMER SERVICE |
23 Virginia Journal of Social Policy and the Law 249 (Fall, 2016) |
Introduction. 250 I. The Service Triangle: Beyond the Employer-Employee Dyad. 254 II. The Customer as King, the Worker as the Service, and Employment Discrimination as Customer Service. 262 A. The Customer as King. 263 B. The Worker as the Service. 265 C. The Culture of Customer Sovereignty and Harassment of Workers. 268 D. Employment... |
2016 |
| Maria Greco-Danaher |
WITH A LACK OF POLICY AND STAFF TRAINING, EMPLOYERS COULD FACE LIABILITY FOR A NONEMPLOYEE'S RACIAL BIAS |
18 Lawyers Journal 7 (May 27, 2016) |
Most - if not all - employers are aware that both federal and state laws preclude employment discrimination based upon the race or national origin of an employee, and know that illegal activity can include both discriminatory actions and biased statements. Most employers, however, are unaware that certain of those laws preclude discrimination by a... |
2016 |
| Timothy M. Snyder |
YOU'RE FIRED! A CASE FOR AGENCY MODERATION OF MACHINE DATA IN THE EMPLOYMENT CONTEXT |
24 George Mason Law Review 243 (Fall, 2016) |
Imagine a world where computer programs govern your entire work experience: from application, to promotion, to exit. These programs do not simply inform corporate Talent Management about you; they leverage complex algorithms to predict your future performance and make employment decisions that deeply affect you. Upon applying to a job, Talent... |
2016 |
| Rachel A. Spector |
"DIGNIFIED JOBS AT DECENT WAGES": REVIVING AN ECONOMIC EQUITY MODEL OF EMPLOYMENT DISCRIMINATION LAW |
36 Berkeley Journal of Employment and Labor Law 123 (2015) |
That crisis is born of the twin evils of racism and economic deprivation. They rob all people, Negro and white, of dignity, self-respect, and freedom. The original goal of equal employment opportunity laws - most importantly Title VII - was to increase economic opportunity for racial minorities by dismantling discriminatory barriers to attaining... |
2015 |
| Sabreena El-Amin |
ADDRESSING IMPLICIT BIAS EMPLOYMENT DISCRIMINATION: IS LITIGATION ENOUGH? |
2015 Harvard Journal on Racial and Ethnic Justice Online 1 (2015) |
After the election of America's first Black president, many commentators--of all races--began to exclaim that Black people have no more excuses for failure. For these commentators, this historical moment seemed to symbolize that all obstacles had been lifted and that persisting racial disparities had to be the result of agency issues within the... |
2015 |
| Joshua P. Thompson, Ralph W. Kasarda |
AT FIFTY, TITLE VII NEEDS A FACELIFT: TWO REFORMS THAT WOULD ENSURE TITLE VII WORKS TO PROHIBIT ALL RACIAL DISCRIMINATION IN EMPLOYMENT |
28 Journal of Civil Rights & Economic Development 257 (Fall 2015) |
Fifty years have elapsed since President Johnson signed the 1964 Civil Rights Act into law in one of the largest signing ceremonies ever held at the White House. Enacted only ten years after Brown v. Board of Education of Topeka, where the Supreme Court held that racially segregated public schools were unconstitutional, the legislation eliminated... |
2015 |
| Ingrid Cepero |
BANNING THE BOX: RESTRICTING THE USE OF CRIMINAL BACKGROUND CHECKS IN EMPLOYMENT DECISIONS IN SPITE OF EMPLOYERS' PREROGATIVES |
10 FIU Law Review 729 (Spring, 2015) |
People don't realize that all you want to do is have a normal life, and then there's the box you have to check on a job application. --Jamie Scott, convicted felon. Yolanda Quesada devoted her career at Wells Fargo as a customer service representative. She was awarded multiple recognition awards, service excellence pins, certificates of... |
2015 |
| Julie A. Totten , Michael W. Disotell |
BETWEEN THE POSSIBLE AND THE PLAUSIBLE: EMPLOYMENT LITIGATION IN THE WAKE OF TWOMBLY AND IQBAL |
31 ABA Journal of Labor & Employment Law 109 (Fall, 2015) |
Rule 8(a)(2) of the Federal Rules of Civil Procedure requires that plaintiffs plead each claim with a short and plain statement of the claim showing that the pleader is entitled to relief. For decades, plaintiffs were able to meet this pleading requirement by merely alleging the elements of a claim and then relying on discovery to unveil... |
2015 |
| John E. Rumel |
BEYOND NEXUS: A FRAMEWORK FOR EVALUATING K-12 TEACHER OFF-DUTY CONDUCT AND SPEECH IN ADVERSE EMPLOYMENT AND LICENSURE PROCEEDINGS |
83 University of Cincinnati Law Review 685 (Spring, 2015) |
Seldom does a week pass without the popular press reporting on teacher off-duty conduct or speech that causes a stir in the local community and triggers adverse employment or licensure consequences for K-12 teachers. In 2009, a Georgia teacher was forced to resign--an employment consequence which was later upheld by a court--after a parent objected... |
2015 |
| Wanjiru Njoya |
CORPORATE GOVERNANCE AND THE EMPLOYMENT RELATIONSHIP: THE FISSURED WORKPLACE IN CANADA AND THE UNITED KINGDOM |
37 Comparative Labor Law and Policy Journal 121 (Fall 2015) |
Since the early 1980s, a relentless process of vertical disintegration of enterprise has resulted in the fragmentation of work relationships through arrangements such as subcontracting, franchising, or networks of supply chains. Through these mechanisms, workers in positions of social subordination and economic dependence are classified as... |
2015 |
| Terrence Reed, Jacqueline Harding, William Kelly |
EMPLOYEE CLASS ACTIONS FOUR YEARS AFTER WAL-MART v. DUKES |
82 Defense Counsel Journal 255 (July, 2015) |
LAWSUITS arising out of the workplace are one of the fastest growing areas of litigation in the country today. The U.S. Supreme Court's decision in Wal-Mart Stores, Inc. v. Dukes was anticipated bring the growth of class actions in the employment context under control. In the immediate aftermath of Dukes, commentators predicted that the decision... |
2015 |
| J.H. Verkerke |
EMPLOYMENT REGULATION AND YOUTH EMPLOYMENT: A CRITICAL PERSPECTIVE |
38 Harvard Journal of Law & Public Policy 803 (Summer, 2015) |
An important body of legal and economic scholarship considers whether, and to what extent, employment regulations increase firms' firing costs and reduce their demand for labor. Researchers have debated this question for decades without reaching a definitive conclusion. In their contributions to this panel, Professor Heriot and Professor Epstein... |
2015 |
| Barak Ariel, Ilanit Tobby-Alimi, Irit Cohen, Mazal Ben Ezra, Yafa Cohen, Gabriela Sosinski |
ETHNIC AND RACIAL EMPLOYMENT DISCRIMINATION IN LOW-WAGE AND HIGH-WAGE MARKETS: RANDOMIZED CONTROLLED TRIALS USING CORRESPONDENCE TESTS IN ISRAEL |
9 Law & Ethics of Human Rights 113 (May, 2015) |
A rich body of literature on employment discrimination exists. Theoretically, discriminatory practices are explained by taste-based discrimination, differences in the bargaining ability of applicants or statistical discrimination. Global experimental research tends to show significant anti-minority attitudes in the hiring process,... |
2015 |
| Rosalie Berger Levinson |
GENDER EQUALITY VS. RELIGIOUS AUTONOMY: SUING RELIGIOUS EMPLOYERS FOR SEXUAL HARASSMENT AFTER HOSANNA-TABOR |
11 Stanford Journal of Civil Rights & Civil Liberties 89 (January, 2015) |
The Supreme Court in Hosanna-Tabor ruled that the Religion Clauses of the Constitution trump the right of ministerial employees to be free from discrimination in the workplace. Further, the ministerial exception is merely a subcategory of the broader ecclesiastical abstention or church autonomy doctrine, which forecloses any cause of action that... |
2015 |
| Chuck Henson |
IN DEFENSE OF MCDONNELL DOUGLAS: THE DOMINATION OF TITLE VII BY THE AT-WILL EMPLOYMENT DOCTRINE |
89 Saint John's Law Review 551 (Summer-Fall 2015) |
It has been said that within Title VII of the Civil Rights Act of 1964, Congress gave the moral principle of equality a foundation in national law. Taken as a statement of Title VII's purpose, such purpose anchors the persistent belief that Congress intended Title VII as a radical and permanent departure from the past. De jure and de facto... |
2015 |
| Michael L. Huggins |
NOT "FIT" FOR HIRE: THE UNITED STATES AND FRANCE ON WEIGHT DISCRIMINATION IN EMPLOYMENT |
38 Fordham International Law Journal 889 (April, 2015) |
Would I employ you if you were obese? No I would not. You would give the wrong impression to the clients of my business. I need people to look energetic, professional and efficient. If you are obese you look lazy. --Katie Hopkins, Former Apprentice Contestant INTRODUCTION. 890 I. WEIGHT DISCRIMINATION IN THE UNITED STATES. 897 A. Attitudes... |
2015 |
| Brett D. Baber |
PRETEXT: PROVING THE EMPLOYER'S DISCRIMINATORY INTENT THROUGH CIRCUMSTANTIAL EVIDENCE |
30 Maine Bar Journal 68 (Spring, 2015) |
It is the rare case when an employer declares an intent to discriminate. I am sorry, we did not hire you because you are black. You were not promoted because you are a woman. Mike, you're fired because you're just too old to work for us. Anne, we are transferring you to the mailroom because your asthma might get aggravated by working in the... |
2015 |
| LaDelle “DeDe” Davenport |
VANCE V. BALL STATE UNIVERSITY AND THE ILL-FITTED SUPERVISOR/CO-WORKER DICHOTOMY OF EMPLOYER LIABILITY |
52 Houston Law Review 1431 (Spring 2015) |
I. Introduction. 1432 II. Sexual Harassment Under Title VII and Employer Vicarious Liability. 1434 A. Title VII of the Civil Rights Act. 1434 B. EEOC Guidelines. 1436 C. Supreme Court Tailoring. 1437 1. Meritor Savings Bank, FSB v. Vinson. 1437 2. Burlington Industries, Inc. v Ellerth and Faragher v. City of Boca Raton. 1439 III. The Circuit Split... |
2015 |
| Dallan F. Flake |
WHEN ANY SENTENCE IS A LIFE SENTENCE: EMPLOYMENT DISCRIMINATION AGAINST EX-OFFENDERS |
93 Washington University Law Review 45 (2015) |
For the sixty-five million Americans with a criminal record, it is cruelly ironic that perhaps the most important resource for turning their lives around--employment--is also often the most elusive. Shut out from legitimate job opportunities, many ex-offenders resort to illegal means of survival that hasten their return to prison. Recidivism has... |
2015 |
| Taylore Karpa |
"AN EQUAL OPPORTUNITY EMPLOYER": PROPOSED JUDICIAL AND LEGISLATIVE SOLUTIONS TO RESTRICT THE DISPARATE IMPACT CAUSED BY EMPLOYER USE OF CREDIT CHECKS |
49 New England Law Review 83 (Fall 2014) |
In today's society, prospective employees are subject to many different evaluative methods by employers when applying for a job. While most methods are narrowly tailored to the goal of determining whether an applicant is adequately qualified, studies show that this cannot be said for the information provided by credit checks. This Note discusses... |
2014 |
| Christopher Doty |
"BECAUSE OF SUCH INDIVIDUAL'S RACE": EMPLOYERS' USE OF CRIMINAL RECORDS AS UNLAWFUL EMPLOYMENT DISCRIMINATION |
44 Cumberland Law Review 79 (2013-2014) |
Like millions of other Americans in the last few years, the man that enters the department store is searching for steady employment. From his limited research on the retailer, he believes that he holds the job skills, education, and qualifications to perform the duties of the available positions the store currently offers. The sales clerk behind... |
2014 |
| Candice S. Thomas |
"FELONY" IS THE NEW N-WORD: STATISTICAL EVIDENCE TO MEASURE A DISPARATE IMPACT CLAIM FOR THE USE OF CRIMINAL RECORDS CHECKS IN EMPLOYMENT DECISIONS |
82 University of Cincinnati Law Review 1295 (Summer, 2014) |
The whites only signs may be gone, but new signs have gone up-notices placed in job applications . . . informing the general public that felons' are not wanted here. A criminal record today authorizes precisely the forms of discrimination we supposedly left behind-discrimination in employment[[.] For an employer, selecting the best candidate... |
2014 |
| Stephen M. Rich |
A MATTER OF PERSPECTIVE: TEXTUALISM, STARE DECISIS, AND FEDERAL EMPLOYMENT DISCRIMINATION LAW |
87 Southern California Law Review 1197 (July, 2014) |
When the Supreme Court rules on matters of statutory interpretation, it does not establish methodological precedents. The Court is not bound to follow interpretive practices employed in a prior case even if successive cases concern the same statute. Instead, the Court's interpretive practices may change without warning or explanation, and at... |
2014 |
| Sophia Z. Lee |
A REVOLUTION AT WAR WITH ITSELF? PRESERVING EMPLOYMENT PREFERENCES FROM WEBER TO RICCI |
123 Yale Law Journal 2964 (June, 2014) |
Two aspects of the constitutional transformation Bruce Ackerman describes in The Civil Rights Revolution were on a collision course, one whose trajectory has implications for Ackerman's account and for his broader theory of constitutional change. Ackerman makes a compelling case that what he terms reverse state action (the targeting of private... |
2014 |
| Aaron F. Nadich |
BAN THE BOX: AN EMPLOYER'S MEDICINE MASKED AS A HEADACHE |
19 Roger Williams University Law Review 767 (Summer 2014) |
Have you ever been convicted of a crime? This was one of the many questions that employers had traditionally included on employment applications to screen out applicants, even though such criteria was often irrelevant to the employer's vacant position. A check in the yes box next to this question could send an application directly to the... |
2014 |
| Johnathan J. Smith |
BANNING THE BOX BUT KEEPING THE DISCRIMINATION?: DISPARATE IMPACT AND EMPLOYERS' OVERRELIANCE ON CRIMINAL BACKGROUND CHECKS |
49 Harvard Civil Rights-Civil Liberties Law Review 197 (Winter, 2014) |
Introduction. 197 I. How Employers' Criminal Background Policies Can Violate Title VII's Disparate Impact Provision. 200 II. Federal Court Responses to Disparate Impact Challenges to Employers' Criminal Records Policies. 202 A. Favorable Treatments of Plaintiffs' Claims. 203 B. Negative Treatment of Plaintiffs' Claims. 204 III. The Impact of the... |
2014 |
| Kimani Paul-Emile |
BEYOND TITLE VII: RETHINKING RACE, EX-OFFENDER STATUS, AND EMPLOYMENT DISCRIMINATION IN THE INFORMATION AGE |
100 Virginia Law Review 893 (September, 2014) |
Introduction. 894 I. Criminal Records, Employment Discrimination, and the Background Checking Industry. 902 A. Criminal History Reports and Commercial Background Checking Companies. 903 B. Problems with Criminal History Reports. 907 C. Race Discrimination in Employment Through the Use of Criminal History Reports. 910 D. Race, Criminal History... |
2014 |
| Richard Thompson Ford |
BIAS IN THE AIR: RETHINKING EMPLOYMENT DISCRIMINATION LAW |
66 Stanford Law Review 1381 (June, 2014) |
Employment discrimination jurisprudence assumes that key concepts such as discrimination, intent, causation, and the various prohibited grounds of discrimination refer to discrete and objectively verifiable phenomena or facts. I argue that all of these concepts are not just poorly or ambiguously defined; most are not capable of precise... |
2014 |
| Steven L. Willborn |
COLLEGE ATHLETES AS EMPLOYEES: AN OVERFLOWING QUIVER |
69 University of Miami Law Review 65 (Fall 2014) |
This article discusses whether college athletes should be considered employees under a broad range of employment statutes. The central thesis is that, if college athletes are persistent, it is inevitable that some of them, somewhere, sometime, will be found to be employees. A major reason for this is that the basic rules for determining who is an... |
2014 |