| Author | Title | Citation | Summary | Year |
| by Barbara J. Fick |
BCI Coca-Cola Bottling Co. of Los Angeles |
34 Preview of United States Supreme Court Cases 391 (April 16, 2007) |
In litigating a disparate treatment discrimination lawsuit under Title VII, the plaintiff must prove that the defendant's decision was based on a prohibited motive, such as race. When only one person is involved in making a decision, it is that person's motive which is at issue. But if multiple persons play a role in the decision-making process, it... |
2007 |
| Julie C. Suk |
DISCRIMINATION AT WILL: JOB SECURITY PROTECTIONS AND EQUAL EMPLOYMENT OPPORTUNITY IN CONFLICT |
60 Stanford Law Review 73 (October, 2007) |
The conventional wisdom amongst scholars and advocates of employment discrimination law is that the success of Title VII is significantly hampered by the enduring doctrine of employment at will. As long as employers have broad discretion to fire employees for any reason, no reason, or a bad reason, employers can easily get away with terminating or... |
2007 |
| |
DISPUTE RESOLUTION IN ACTION: EXAMINING THE REALITY OF EMPLOYMENT DISCRIMINATION CASES: PROCEEDINGS OF THE 2007 ANNUAL MEETING, ASSOCIATION OF AMERICAN LAW SCHOOLS, SECTIONS ON EMPLOYMENT DISCRIMINATION AND ALTERNATIVE DISPUTE RESOLUTION |
11 Employee Rights and Employment Policy Journal 139 (2007) |
Michelle A. Travis : Welcome to our panel on Dispute Resolution in Action: Examining the Reality of Employment Discrimination Cases, which is jointly sponsored by the AALS Section on Employment Discrimination and the AALS Section on Alternative Dispute Resolution (ADR). I am Michelle Travis, from the University of San Francisco School of Law. I am... |
2007 |
| Diane Heckman |
EDUCATIONAL ATHLETIC EMPLOYMENT AND CIVIL RIGHTS: EXAMINING DISCRIMINATION BASED ON DISABILITY, AGE, AND RACE |
18 Marquette Sports Law Review 101 (Fall 2007) |
I. Introduction II. Disability Discrimination A. Individuals with Disabilities Education Act (IDEA) B. Section 504 of the Rehabilitation Act of 1973 (Rehabilitation Act) C. Americans with Disabilities Act of 1990 (ADA) i. Title III: Public Accommodation 1. Generally 2. PGA Tour, Inc. v. Martin ii. Title II: Public Entities iii. Title I: Employment... |
2007 |
| Kaylin Redman Hart |
EMPLOYMENT LAW-TITLE VII AND THE ANTI-RETALIATION PROVISION-BEYOND EMPLOYMENT AND THE WORKPLACE: THE UNITED STATES SUPREME COURT RESOLVES THE SPLIT AND SHIFTS THE BALANCE. BURLINGTON NORTHERN & SANTA FE CO. V. WHITE, 126 S. CT. 2405 (2006). |
29 University of Arkansas at Little Rock Law Review 569 (Spring, 2007) |
Employers have always known that it is foolish to take action against an employee following protected activity, and now, after the Supreme Court's decision in Burlington Northern & Santa Fe Railway Co. v. White, employers should proceed with even greater caution. In 2005, 29.5% of all illegal discrimination claims filed with the Equal Employment... |
2007 |
| Naomi C. Earp |
FORTY-THREE AND COUNTING: EEOC'S CHALLENGES AND SUCCESSES AND EMERGING TRENDS IN THE EMPLOYMENT ARENA |
25 Hofstra Labor and Employment Law Journal 133 (Fall 2007) |
Injustice anywhere is a threat to justice everywhere. We are caught in an inescapable network of mutuality, tied in a single garment of destiny. Whatever affects one directly, affects all indirectly. In the years before and immediately after the passage of Title VII of the Civil Rights Act of 1964, discrimination was blatant and pervasive, as... |
2007 |
| Michael Bentley |
HOW AMERICAN EMPLOYERS (ALMOST) LEARNED TO RESPECT THEIR ELDERS: SMITH V. CITY OF JACKSON AND THE AVAILABILITY OF THE DISPARATE IMPACT THEORY UNDER THE AGE DISCRIMINATION IN EMPLOYMENT ACT |
26 Mississippi College Law Review 347 (2006-2007) |
Age must give way to youth, no doubt. But not yet, not yet. Thirty-four years after the Supreme Court first sensed that built-in headwinds might perpetuate discriminatory employment practices and thus violate Title VII of the Civil Rights Act, even absent a discriminatory intent, the Court extended its disparate impact theory to claims brought... |
2007 |
| Naomi Schoenbaum |
IT'S TIME THAT YOU KNOW: THE SHORTCOMINGS OF IGNORANCE AS FAIRNESS IN EMPLOYMENT LAW AND THE NEED FOR AN "INFORMATION-SHIFTING" MODEL |
30 Harvard Journal of Law & Gender 99 (Winter, 2007) |
Knowledge is power; so, too, is the ability to control access to knowledge, and it must be wielded with awareness and purpose. This is equally as true in the employment context as in other realms, and it is paramount at the hiring stage. During the hiring stage, employers have a wealth of information about what criteria they are looking for in... |
2007 |
| Gwendolyn Leachman, Ph.D., Jurisprudence and Social Policy, 2010 (UC Berkeley) |
JORDAN V. ALTERNATIVE RES. CORP.: THE FOURTH CIRCUIT LIMITS PROTECTION FROM RETALIATION FOR EMPLOYEES REPORTING A HOSTILE WORK ENVIRONMENT |
28 Berkeley Journal of Employment and Labor Law 599 (2007) |
An employee makes a grossly racially discriminatory remark at work, and is discovered to have made many similar comments in the past. Is the fellow employee who reports the remark to his employer--pursuant to the employer's anti-discrimination policy--protected from retaliatory discharge? If you said yes, you're not a reasonable person, at least... |
2007 |
| Tanya Katerí Hernández |
LATINO INTER-ETHNIC EMPLOYMENT DISCRIMINATION AND THE "DIVERSITY" DEFENSE |
42 Harvard Civil Rights-Civil Liberties Law Review 259 (Summer, 2007) |
For the great enemy of truth is very often not the lie--deliberate, contrived and dishonest--but the myth, persistent, persuasive and unrealistic. With the growing racial and ethnic diversity of the U.S. population and workforce, scholars have begun to address the ways in which coalition building across groups not only will continue to be necessary... |
2007 |
| Charles W. “Rocky” Rhodes |
PUBLIC EMPLOYEE SPEECH RIGHTS FALL PREY TO AN EMERGING DOCTRINAL FORMALISM |
15 William & Mary Bill of Rights Journal 1173 (April, 2007) |
Long live formalism. It is what makes a government a government of laws and not of men. Despite this toast from Justice Scalia in 1997, formalism's use in constitutional discourse had waned considerably in the decades since the New Deal. The pre-New Deal Court's formalism preference, evident in its rule-based categorical distinctions between... |
2007 |
| Irina Kashcheyeva |
REACHING A COMPROMISE: HOW TO SAVE MICHIGAN EX-OFFENDERS FROM UNEMPLOYMENT AND MICHIGAN EMPLOYERS FROM NEGLIGENT HIRING LIABILITY |
2007 Michigan State Law Review 1051 (Winter 2007) |
C1-3Table of Contents L1-2Introduction . L31052 I. Survey of Negligent Hiring Doctrine in Michigan. 1055 A. Negligent Hiring in Michigan at Its Nascent Stage. 1056 B. An Evasive Concept of Legal Duty: The Triggering Factors. 1057 C. Establishing Proximate Causation: In the Hands of Jurors?. 1060 II. Records-Based Employment Discrimination: Federal... |
2007 |
| Nicole B. Porter |
REASONABLE BURDENS: RESOLVING THE CONFLICT BETWEEN DISABLED EMPLOYEES AND THEIR COWORKERS |
34 Florida State University Law Review 313 (Winter, 2007) |
This Article addresses one of the most difficult issues under the reasonable accommodation provision of the Americans with Disabilities Act (ADA): how to resolve the conflict that arises when accommodating a disabled employee negatively affects or interferes with the rights of other employees. Several scholars and the Supreme Court (in U.S.... |
2007 |
| Sandra F. Sperino |
RECREATING DIVERSITY IN EMPLOYMENT LAW BY DEBUNKING THE MYTH OF THE MCDONNELL DOUGLAS MONOLITH |
44 Houston Law Review 349 (Summer 2007) |
I. Introduction. 350 II. The Importance of State Law in Developing Discrimination Law. 353 III. Creating and Maintaining the Monolithic Myth. 359 A. The McDonnell Douglas Framework. 360 B. Examining the Origins of the Monolithic Standard. 362 C. Discussing Federalism Through Specific Examples. 365 1. Examining Reverse-Discrimination Standards. 366... |
2007 |
| Jennifer D. Growe |
REFORM THE EEOC GUIDELINES: PROTECT EMPLOYEES FROM GENDER DISCRIMINATION AS MANDATED BY TITLE VII |
24 Washington University Journal of Law and Policy 275 (2007) |
Although Title VII of the Civil Rights Act of 1964 (Title VII or the Act) expressly prohibits sex discrimination in employment, the courts and the Equal Employment Opportunity Commission (EEOC), empowered with enforcing Title VII, have promulgated different standards for sexual harassment and sex discrimination. This phenomenon has had the... |
2007 |
| Anjetta McQueen |
SECURITY BLANKET: THE STATE SECRETS PRIVILEGE THREAT TO PUBLIC EMPLOYMENT RIGHTS |
22 Labor Lawyer 329 (Winter/Spring, 2007) |
Because it is so powerful and can trample legitimate claims against the government, the state secrets privilege is not to be lightly invoked. In January 2006, the Supreme Courtwithout commentdeclined to hear an appeal by a former covert Central Intelligence Agency (CIA) officer who had accused the agency of race discrimination. Jeffrey... |
2007 |
| Lorrie E. Bradley |
STRIKING BACK AGAINST RETALIATORY DISCRIMINATION: HOW BURLINGTON NORTHERN & SANTA FE RAILWAY COMPANY V. WHITE EXPANDS PROTECTIONS FOR EMPLOYEES UNDER TITLE VII'S PARTICIPATION AND OPPOSITION CLAUSES |
85 North Carolina Law Review 1224 (May, 2007) |
What happens when someone claims she has been discriminated against at work? We usually focus on two actors: the aggrieved employee and the employer. The reports, charges, and court filings, however, often reveal a wider cast of characters, including the claimant's coworkers, supervisors, and occasionally organized groups in the workplace or... |
2007 |
| Dennis R. Kuhn , John A. Pearce II |
THE LEGALITY OF USING EMPLOYEE APPEARANCE POLICIES TO PROMOTE ORGANIZATIONAL CULTURE |
24 Hofstra Labor and Employment Law Journal 181 (Winter 2007) |
An organizational culture is a learned body of tradition consisting of the beliefs, norms, values, and premises that are held by the members of an organization, and provides the basis for behavior that satisfies the standards of group membership. Since organizational culture influences employee attitudes on commitment, motivation, morale, and... |
2007 |
| Ritu Mahajan |
THE NAKED TRUTH: APPEARANCE DISCRIMINATION, EMPLOYMENT, AND THE LAW |
14 Asian American Law Journal 165 (May, 2007) |
Physical beauty elicits benefits that are more than skin deep. In every aspect of our lives we are reminded that appearance matters. Evidence suggests that society tends to attribute to those who are physically attractive the added qualities of sociability, friendliness, and competence. The appropriate standards for appearance are measured and... |
2007 |
| Anand Swaminathan |
THE RUBRIC OF FORCE: EMPLOYMENT DISCRIMINATION IN THE CONTEXT OF SUBTLE BIASES AND JUDICIAL HOSTILITY |
3 Modern American 21 (Spring, 2007) |
When the United States Supreme Court instructed lower federal courts to enforce Brown v. Board of Education with all deliberate speed, it made vagueness and gradualism its official policy for social advancement. Fifty years along the path of gradualism, has our society lost the ability to make continuing progress in combating racial... |
2007 |
| LaToya S. Brown |
THE TITLE VII TUG-OF-WAR: APPLICATION OF U.S. EMPLOYMENT DISCRIMINATION LAW EXTRATERRITORIALLY |
40 Vanderbilt Journal of Transnational Law 833 (May, 2007) |
Companies around the world increasingly are engaging in cross-border business transactions. Globalization is a must if companies want to continue to be competitive in the marketplace--indeed it is an inevitable reality. However, in the midst of this reality is another reality: the legal implications of establishing operations abroad. Transnational... |
2007 |
| Ernest F. Lidge III |
WHAT TYPES OF EMPLOYER ACTIONS ARE COGNIZABLE UNDER TITLE VII?: THE RAMIFICATIONS OF BURLINGTON NORTHERN & SANTA FE RAILROAD CO. V. WHITE |
59 Rutgers Law Review 497 (Spring 2007) |
In Burlington Northern & Santa Fe Railroad Co. v. White, the Supreme Court discussed two open questions regarding coverage under Title VII. Both questions relate to the kinds of employer actions that will trigger liability under Title VII's anti-retaliation provision. First, does the employer's retaliatory action have to be related to the... |
2007 |
| Clare Tower Putnam |
WHEN CAN A LAW FIRM DISCRIMINATE AMONG ITS OWN EMPLOYEES TO MEET A CLIENT'S REQUEST? REFLECTIONS ON THE ACC'S CALL TO ACTION |
9 University of Pennsylvania Journal of Labor and Employment Law 657 (Spring 2007) |
Robert Black and William White are senior associates at Makeus Lotsuf Munnie, LLP, a large law firm in Metropolis. They both went to good colleges and the same top-tier law school. The firm has several hundred lawyers and has had success over the years in hiring, retaining and promoting female and minority attorneys. Both Bob and Will have done... |
2007 |
| Yoonjo J. Lee |
WHITE PRIVILEGE OR BLESSING?: STANDING TO SUE AS NON-TARGETED BYSTANDERS OF RACIAL DISCRIMINATION IN HOUSING AND EMPLOYMENT |
28 Hamline Journal of Public Law and Policy 557 (Spring 2007) |
As elite judges summarily determine which interests are worthy of legal cognizance, they unsurprisingly embrace concerns that strike closest to home, sustaining harms that mirror the experiences and predilections of their own lives. In the early 1920's, in a forgotten portion of New York City, Paul was born to Italian immigrants. During that time... |
2007 |
| William Lynch |
A NATION ESTABLISHED BY IMMIGRANTS SANCTIONS EMPLOYERS FOR REQUIRING ENGLISH TO BE SPOKEN AT WORK: ENGLISH-ONLY WORK RULES AND NATIONAL ORIGIN DISCRIMINATION |
16 Temple Political & Civil Rights Law Review 65 (Fall 2006) |
As Gregor Samsa awoke one morning from uneasy dreams he found himself transformed in his bed into a gigantic insect. Pedro Perez awoke one morning from uneasy dreams. Arriving at work at 6:30 a.m. sharp, he found posted on the wall: Absolutely No Guns, Knives or Weapons of any kind are allowed on these Premises at any time! English is the... |
2006 |
| Linda Hamilton Krieger , Susan T. Fiske |
BEHAVIORAL REALISM IN EMPLOYMENT DISCRIMINATION LAW: IMPLICIT BIAS AND DISPARATE TREATMENT |
94 California Law Review 997 (July, 2006) |
The first call of a theory of law is that it should fit the facts. - Oliver Wendell Holmes Although they serve different social functions and employ different methods and tools, both law and the empirical social sciences need, use, and produce theories of human behavior. But their respective relationships to these theories differ in significant... |
2006 |
| Cynthia L. Estlund |
BETWEEN RIGHTS AND CONTRACT: ARBITRATION AGREEMENTS AND NON-COMPETE COVENANTS AS A HYBRID FORM OF EMPLOYMENT LAW |
155 University of Pennsylvania Law Review 379 (December, 2006) |
The employment relationship is governed largely by contract, but with a heavy overlay of rights: minimum terms and individual rights that are established by external law and are typically nonwaivable. But some terms of employment are governed neither by ordinary contract nor by ordinary rights, nor even by ordinary waivable rights. Both of the... |
2006 |
| Daniel S. Klein |
BRIDGING THE FALCON GAP: DO CLAIMS OF SUBJECTIVE DECISIONMAKING IN EMPLOYMENT DISCRIMINATION CLASS ACTIONS SATISFY THE RULE 23(A) COMMONALITY AND TYPICALITY REQUIREMENTS? |
25 Review of Litigation 131 (Winter 2006) |
I. Introduction. 132 II. General Telephone Company of the Southwest v.Falcon and the Oracular Footnote Fifteen. 138 A. Introduction. 138 B. Footnote Fifteen Indicates that Subjective Decisionmaking is an Example of a Policy that Can Provide a Common Issue for a Class. 141 C. Problems Inherent in Interpreting Footnote Fifteen as an Exception to... |
2006 |
| Andrew M. Milz |
BUT NAMES WILL NEVER HURT ME?: EL-HAKEM V. BJY, INC. AND TITLE VII LIABILITY FOR RACE DISCRIMINATION BASED ON AN EMPLOYEE'S NAME |
16 Temple Political & Civil Rights Law Review 283 (Fall 2006) |
In El-Hakem v. BJY, Inc. the Ninth Circuit Court of Appeals was faced with deciding whether a manager's persistent referral to an Arab employee by a Westernized, non-Arabic name against the employee's repeated objections was race discrimination. The appellants, an engineering firm and its Chief Executive Officer, contested the district court's... |
2006 |
| Ronald C. Brown |
CHINA'S EMPLOYMENT DISCRIMINATION LAWS DURING ECONOMIC TRANSITION |
19 Columbia Journal of Asian Law 361 (Spring 2006) |
I. INTRODUCTION. 362 II. CHINA'S CURRENT CONDITIONS AFFECTING HUMAN RESOURCES MANAGEMENT. 363 A. Economic Transition to a Socialist Market Economy. 363 B. Human Rights Management Practices in China. 365 1. Regulation of Labor Market Management. 365 III. CHINA'S ANTI-DISCRIMINATION LAWS. 386 A. Laws Providing Protected Status . 386 1. The 1994... |
2006 |
| Samuel A. Marcosson |
CLIENT COUNSELING AS AN ETHICAL OBLIGATION: ADVISING EMPLOYERS BEFORE THEY DISCRIMINATE |
33 Northern Kentucky Law Review 221 (2006) |
The ethical practice of employment discrimination law on the defense side requires more of an attorney than merely providing strong representation for a client accused of discrimination. Before that accusation ever happens, the attorney must provide learned and aggressive counseling, designed both to educate the employer about its obligations, and... |
2006 |
| Creola Johnson |
CREDENTIALISM AND THE PROLIFERATION OF FAKE DEGREES: THE EMPLOYER PRETENDS TO NEED A DEGREE; THE EMPLOYEE PRETENDS TO HAVE ONE |
23 Hofstra Labor and Employment Law Journal 269 (Winter 2006) |
A report from the U.S. General Accounting Office recently exposed 463 federal employees with degrees from schools believed to be diploma mills--sham schools that sell college degrees to individuals who complete little or no academic work to earn them. This report, along with other investigative work, confirmed the claims of diploma mill... |
2006 |
| Lorin J. Lapidus |
DIVERSITY'S DIVERGENCE: A POST-GRUTTER EXAMINATION OF RACIAL PREFERENCES IN PUBLIC EMPLOYMENT |
28 Western New England Law Review 199 (2006) |
In The Odyssey, Homer wrote, I, she said, was to listen to them, but you must tie me hard in hurtful bonds, to hold me fast in position upright against the mast, with the ropes' ends fastened around it; but if I supplicate you and implore you to set me free, then you must tie me fast with even more lashings. . . . . So they sang, in sweet... |
2006 |
| Alexis C. Knapp |
DRIVING THEM AWAY--THE EMPLOYEE WHO QUITS IN RESPONSE TO HARASSMENT THE SUPREME COURT SUDERS DECISION--CONSTRUCTIVE DISCHARGE AND THE AFFIRMATIVE DEFENSE REVIEWING HISTORY TO FIND A PREDICTABLE CONTINUATION OF SEXUAL HARASSMENT JURISPRUDENCE AND EMPLOYER |
6 Houston Business and Tax Law Journal 280 (2006) |
I. Introduction. 282 II. The History Behind Suders--An Introduction to Title VII and the Beginnings of Non-Discrimination. 284 A. Civil Rights Legislation and the Impacts on American Business. 284 1. Early Attempts to Correct Employment Discrimination. 284 2. Title VII--Adding Enforcement and Increasing the Stakes. 285 3. Damages Under Title... |
2006 |
| Jennifer D. McCollum |
EMPLOYERS' GREATEST ENEMY: SECOND-HAND EVIDENCE IN HOSTILE WORK ENVIRONMENT CLAIMS |
59 SMU Law Review 1869 (Fall 2006) |
I. INTRODUCTION. 1870 II. HOSTILE WORK ENVIRONMENT CLAIMS GENERALLY. 1872 A. The Law. 1872 B. A Typical Case Example. 1873 III. IS SECOND-HAND EVIDENCE EVEN RELEVANT?. 1876 A. The Rules of Evidence. 1876 B. The Rule 403 Balancing Act. 1878 C. Examples of Partially Successful Irrelevance Arguments. 1879 D. Relevant to What?. 1882 IV. COURT-IMPOSED... |
2006 |
| Joi Leonard, Daniel Greenberg, Kristen A. Sluyter |
EMPLOYMENT LAW |
28 University of Arkansas at Little Rock Law Review 713 (Summer 2006) |
In Smith v. City of Jackson, Mississippi, the City adopted a pay plan that included raises for all City employees for the purposes of attracting and retaining qualified people, being more competitive with other public-sector agencies, and ensuring equitable compensation regardless of age, sex, race, or disability. Part of the plan, which granted... |
2006 |
| Michael Z. Green |
ETHICAL INCENTIVES FOR EMPLOYERS IN ADOPTING LEGAL SERVICE PLANS TO HANDLE EMPLOYMENT DISPUTES |
44 Brandeis Law Journal 395 (Winter, 2006) |
Many employment disputes involve legal claims brought by employees without legal representation. Inability to obtain adequate legal representation can create a significant hurdle for employees in resolving a dispute with their employer. The lack of legal representation for employees in discrimination suits has reached a crisis level as employees... |
2006 |
| Raphael Won-Pil Suh , Richard Bales |
GERMAN AND EUROPEAN EMPLOYMENT DISCRIMINATION POLICY |
8 Oregon Review of International Law 263 (Summer, 2006) |
A. Federal Constitution B. Works Constitution Act, Section 75 C. Gender Discrimination 1) Indispensable Requirement 2) Sanctions 3) Burden of proof 4) Disparate impact 5) Deadline For Filing Claim D. Sexual Harassment 1) Definition 2) Criticism E. Disability 1) German Constitution, Article 3.3.2. 2) Social Law Code, Book Nine (a) Definition of... |
2006 |
| Amanda M. Jones |
HAWAI'I'S WORKERS' COMPENSATION SCHEME: AN EMPLOYER'S LICENSE TO KILL? |
29 University of Hawaii Law Review 211 (Winter 2006) |
A legal secretary lands a job with a sole practitioner who asks the secretary to type a letter. The employer notes some errors in the letter completed by the secretary and, in a fit of rage, punches his secretary in the face. The secretary suffers a broken jaw requiring surgery. Remarkably, if this abusive employer were practicing law in Hawai'i,... |
2006 |
| David C. Burton , Melissa L. Lykins |
LABOR AND EMPLOYMENT LAW |
41 University of Richmond Law Review 203 (Annual Survey 2006) |
Indeed, it was an active year in the employment and labor law arena with the issuance of many significant decisions. The Supreme Court of the United States issued a ruling of first impression concerning the numerosity requirement of Title VII of the Civil Rights Act of 1964 (Title VII). In fact, the Supreme Court, the United States Court of... |
2006 |
| Wendy Parker |
LESSONS IN LOSING: RACE DISCRIMINATION IN EMPLOYMENT |
81 Notre Dame Law Review 889 (March, 2006) |
Introduction. 890 I. The Absence of the Winnable Lawsuit. 896 A. The How. 897 1. The National Study. 897 a. The Benefits and Limits of Reported Opinions. 900 b. The Use of Reported Opinions. 903 2. Case Filing Study. 903 B. The Who: Plaintiffs and Defendants. 906 1. The Plaintiffs and Their Claims. 906 2. The Defendants and Their Defenses. 908 C.... |
2006 |
| Richard A. Bales |
NORMATIVE CONSIDERATION OF EMPLOYMENT ARBITRATION AT GILMER'S QUINCEAÑERA |
81 Tulane Law Review 331 (December, 2006) |
I. Introduction. 332 II. The Historical Development of Employment Arbitration. 335 A. The Early Years of Statutory Arbitration. 335 B. Alexander and Mitsubishi. 336 C. Gilmer v. Interstate/Johnson Lane Corp.. 338 D. Post-Gilmer Developments. 340 1. Supreme Court Cases. 340 2. Due Process Protocol and Lower-Court Indeterminacy. 341 III. Empirical... |
2006 |
| Harry J. Holzer, Steven Raphael, Michael A. Stoll, Georgetown Public Policy Institute, University of California, Berkeley, University of California, Los Angeles |
PERCEIVED CRIMINALITY, CRIMINAL BACKGROUND CHECKS, AND THE RACIAL HIRING PRACTICES OF EMPLOYERS |
49 Journal of Law & Economics 451 (October, 2006) |
In this paper, we analyze the effect of employer-initiated criminal background checks on the likelihood that employers hire African Americans. We find that employers who check criminal backgrounds are more likely to hire African American workers, especially men. This effect is stronger among those employers who report an aversion to hiring those... |
2006 |
| Cassandra M. Gandara |
POST-9/11 BACKLASH DISCRIMINATION IN THE WORKPLACE: EMPLOYERS BEWARE OF POTENTIAL DOUBLE RECOVERY |
7 Houston Business and Tax Law Journal 169 (2006) |
I. Introduction. 169 II. Background. 170 A. The Backlash. 170 B. The Evolution of Title VII of the Civil Rights Act of 1964 and the Equal Employment Opportunity Commission. 174 1. Claims Based on Religious Discrimination. 176 a. Religion . 177 b. Reasonable Accommodation and Undue Hardship . 178 2. Claims Based on Hostile Work Environment.... |
2006 |
| Kelly Gallagher |
RETHINKING THE FAIR CREDIT REPORTING ACT: WHEN REQUESTING CREDIT REPORTS FOR "EMPLOYMENT PURPOSES" GOES TOO FAR |
91 Iowa Law Review 1593 (July, 2006) |
The Fair Credit Reporting Act, tort law, discrimination law, and state statutes offer employees inadequate protection from employers who make good credit histories a condition of employment. Congress should amend the Fair Credit Reporting Act to limit an employer's right to procure credit reports on employees for whom the report has no... |
2006 |
| D. Frank Vinik, Ellen M. Babbitt, David M. Friebus |
THE "QUIET REVOLUTION" IN EMPLOYMENT LAW & ITS IMPLICATIONS FOR COLLEGES AND UNIVERSITIES |
33 Journal of College and University Law 33 (2006) |
Since the initial passage of the Civil Rights Act of 1964, courts and Congress have consistently expanded the reach of liability for workplace harassment and other discrimination. Until recently, however, most employment discrimination laws--and the court decisions interpreting them--remained simply prohibitive, outlawing discrimination without... |
2006 |
| Lisa M. Cox |
THE "TAINTED DECISION-MAKING APPROACH": A SOLUTION FOR THE MIXED MESSAGES BATSON GETS FROM EMPLOYMENT DISCRIMINATION |
56 Case Western Reserve Law Review 769 (Spring, 2006) |
The decision in Batson v. Kentucky recognizes the defendant's right to challenge the prosecution's peremptory challenges if it is shown the prosecutor is using the challenges to discriminate against potential jurors on the basis of race. After a showing of possible discrimination, the prosecutor has the opportunity to give a legitimate reason for... |
2006 |
| Jared M. Mellott |
THE DIVERSITY RATIONALE FOR AFFIRMATIVE ACTION IN EMPLOYMENT AFTER GRUTTER: THE CASE FOR CONTAINMENT |
48 William and Mary Law Review 1091 (December, 2006) |
In recent years, American employers expanded racially preferential affirmative action policies geared toward hiring, retaining, and promoting racial minorities for positions that they might otherwise not gain in a more color-blind society. The less sweeping affirmative action policies of an earlier era were based on remedial justifications. But... |
2006 |
| Leticia M. Saucedo |
THE EMPLOYER PREFERENCE FOR THE SUBSERVIENT WORKER AND THE MAKING OF THE BROWN COLLAR WORKPLACE |
67 Ohio State Law Journal 961 (2006) |
The existence of a rapidly growing Latino immigrant population in the United States raises questions about how the brown collar worker is being incorporated into our economy. Newly arrived Latino immigrants, or brown collar workers, are increasingly found in segregated workplaces throughout the country. They typically perform the least... |
2006 |
| Marilee L. Miller |
THE EMPLOYER STRIKES BACK: THE CASE FOR A BROAD READING OF TITLE VII'S BAR ON RETALIATION |
2006 Utah Law Review 505 (2006) |
Suppose a female supervisor--who is particularly concerned about maintaining a collegial work environment--makes a point of smiling when she passes her employees in the hallway. But a certain male employee, who recently filed a complaint charging racial discrimination against this same supervisor, finds that every time he passes her in the hall,... |
2006 |