AuthorTitleCitationSummaryYear
Terri L. Dill ST. MARY'S HONOR CENTER v. HICKS: REFINING THE BURDENS OF PROOF IN EMPLOYMENT DISCRIMINATION LITIGATION 48 Arkansas Law Review 617 (1995) The element of intent has become the most critical element in Title VII disparate treatment cases. Direct evidence of intent to discriminate is rarely available; therefore, plaintiffs are forced to rely on circumstantial evidence to prove the defendant acted in a discriminatory manner prohibited by Title VII. To accommodate this reality, employment... 1995
Kenneth R. Davis THE AFTER-ACQUIRED EVIDENCE DOCTRINE: A DUBIOUS DEFENSE IN EMPLOYMENT DISCRIMINATION CASES 22 Pepperdine Law Review 365 (1995) When a fired employee charges his former employer with discriminatory termination, the employer may have a partial or complete defense, even if the employer violated civil rights law. Such a defense arises if, during the litigation, the employer discovers evidence of employee misconduct that would have provided legal grounds for firing the employee... 1995
Linda Hamilton Krieger THE CONTENT OF OUR CATEGORIES: A COGNITIVE BIAS APPROACH TO DISCRIMINATION AND EQUAL EMPLOYMENT OPPORTUNITY 47 Stanford Law Review 1161 (July 1, 1995) Title VII's disparate treatment model of discrimination is premised on the notion that intergroup bias is motivational in origin. This premise, in turn, is based on a number of assumptions regarding the nature of human inference and the respective roles played by cognition and motivation in social judgment and decisionmaking. Applying insights from... 1995
Stephen L. Hayford , Michael J. Evers THE INTERACTION BETWEEN THE EMPLOYMENT-AT-WILL DOCTRINE AND EMPLOYER-EMPLOYEE AGREEMENTS TO ARBITRATE STATUTORY FAIR EMPLOYMENT PRACTICES CLAIMS: DIFFICULT CHOICES FOR AT-WILL EMPLOYERS 73 North Carolina Law Review 443 (January, 1995) In 1991, the Supreme Court signalled a change in its attitude toward the enforcement of agreements between employers and individual employees to arbitrate statutory fair employment practice claims. Although Gilmer v. Interstate Johnson/Lane Corp. approved the arbitration of claims arising under just one of the several existing fair employment... 1995
J. Hagood Tighe THE REFINED PRETEXT-PLUS ANALYSIS: EMPLOYEES' AND EMPLOYERS' RESPECTIVE BURDENS AFTER HICKS 46 South Carolina Law Review 333 (Winter, 1995) I. Introduction. 333 II. McDonnell Douglas Model of Proof. 336 A. The Prima Facie Case. 336 B. The Legitimate, Nondiscriminatory Reason. 338 C. Proving Pretext. 339 III. St. Mary's Honor Center v. Hicks. 341 A. Majority Opinion. 342 B. The Dissent. 346 C. The New Model of Proof: A Refined Pretext-Plus Test. 348 IV. The Fundamental Misunderstanding... 1995
Kenneth R. Davis THE STUMBLING THREE-STEP, BURDEN-SHIFTING APPROACH IN EMPLOYMENT DISCRIMINATION CASES 61 Brooklyn Law Review 703 (Fall 1995) In 1973, an ambitious Supreme Court decided McDonnell Douglas Corp. v. Green. The case introduced an elaborate three-stage, burden-shifting framework for disparate-treatment employment discrimination cases. Unique in design, the approach requires that the plaintiff establish, at stage one, the elements of a prima facie case, though the Court noted... 1995
Patrick Clarke TRIBAL AFFILIATION BASED EMPLOYMENT PREFERENCES: IS THIS AN ALLOWABLE PRACTICE UNDER TITLE VII'S INDIAN PREFERENCE PROVISIONS? 20 Thurgood Marshall Law Review 291 (Spring, 1995) Poverty is the everyday life of the American Indian. No other group in American life is so victimized by poverty. The average income of Indian families on reservations is $1500 a year--unemployment is 7 or 8 times the national averagethe Indian life span of 42 years is far short of the national average of 62--Indian babies have only half as much... 1995
Glen Allen Staszewski USING AGENCY PRINCIPLES FOR GUIDANCE IN FINDING EMPLOYER LIABILITY FOR A SUPERVISOR'S HOSTILE WORK ENVIRONMENT SEXUAL HARASSMENT 48 Vanderbilt Law Review 1057 (May, 1995) I. Introduction II. Meritor Savings Bank, FSB v. Vinson A. Proceedings Below B. The Supreme Court's Directive III. A Proper Application of Agency Principles in the Sexual Harassment Context A. Section 219(1): Scope of Employment B. Section 219(2)(a): Master Intended the Conduct or Its Consequences C. Section 219(2)(b): Negligence 1. Actual... 1995
Joanne C. Brant "OUR SHIELD BELONGS TO THE LORD": RELIGIOUS EMPLOYERS AND A CONSTITUTIONAL RIGHT TO DISCRIMINATE 21 Hastings Constitutional Law Quarterly 275 (Winter, 1994) C1-3Table of Contents L1-2Introduction 276 I. Religious Institutions and Title VII. 283 A. A Brief Overview of Title VII. 283 B. Constitutional Issues: The Uneasy Coexistence of McClure and Smith. 289 1. The McClure Case and Its Progeny. 291 a. The Church Property Cases. 293 b. The Limits of McClure. 296 c. The Regulatory Establishment Defense... 1994
Brian R. Suffredini, Staff Member, Boston College Law Review A. REDUCTIONS-IN-FORCE DO NOT ABSOLVE EMPLOYERS FROM TITLE VII LIABILITY: JOSEY v. JOHN R. HOLLINGSWORTH CORPORATION 35 Boston College Law Review 495 (March, 1994) Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employers from making employment decisions on the basis of race, color, religion, sex or national origin. Congress enacted Title VII to assure the equality of employment opportunities by eliminating arbitrary preferences for any group, minority or majority. Accordingly, an employer... 1994
Bob E. Lype AFTER-ACQUIRED EVIDENCE IN DEFENDING EMPLOYMENT DISCRIMINATION CLAIMS 61 Defense Counsel Journal 573 (October, 1994) The cases are in disarray and awaiting clarification, but meanwhile, after-acquired evidence is a powerful defense tool for employers ONE EVOLVING element in the employer's defense to claims of employment-related discrimination is the potential effect of after-acquired evidence of the employee's wrongdoing. As employers and defense counsel have... 1994
Mary L. Heen AN ALTERNATIVE APPROACH TO THE TAXATION OF EMPLOYMENT DISCRIMINATION RECOVERIES UNDER FEDERAL CIVIL RIGHTS STATUTES: INCOME FROM HUMAN CAPITAL, REALIZATION, AND NONRECOGITION 72 North Carolina Law Review 549 (March, 1994) The taxation of employment discrimination recoveries under federal civil rights statutes, according to the United States Supreme Court's pronouncement in United States v. Burke, turns on whether a particular claim is sufficiently tort-like to warrant exclusion from income as a personal injury. In place of the tort-like standard, Professor Mary... 1994
Vicki J. Limas APPLICATION OF FEDERAL LABOR AND EMPLOYMENT STATUTES TO NATIVE AMERICAN TRIBES: RESPECTING SOVEREIGNTY AND ACHIEVING CONSISTENCY 26 Arizona State Law Journal 681 (Fall, 1994) As Native American tribal economies continue to develop and grow, tribal governments and businesses are providing additional revenues for tribal operations and significant sources of employment for tribal members and others. With increased employment opportunities, however, come increasing numbers of employment disputes. The federal government... 1994
Lieutenant Colonel R. Philip Deavel, USAF BIRMINGHAM'S EMPLOYMENT DISCRIMINATION WAR: A CLARION CALL FOR STRICT MERITOCRACY IN GOVERNMENT EMPLOYMENT 38 Air Force Law Review 197 (1994) Contrary to the allegations of some opponents of this Title, there is nothing in it that will give any power to any, Commission or to any court to require hiring, firing or promotion of employees in order to meet a racial quota or to achieve a certain racial balance. That bugaboo has been brought up a dozen times; but it is nonexistent. In fact,... 1994
Patrick M. Edwards CIVIL RIGHTS -- TITLE VII EMPLOYMENT DISCRIMINATION -- PROOF OF EMPLOYER PRETEXT DOES NOT ENTITLE EMPLOYEE TO A DECISION WITHOUT FURTHER PROOF OF DISCRIMINATION. ST. MARY'S HONOR CENTER V. HICKS, 113 S. CT.2742 (1993). 71 University of Detroit Mercy Law Review 693 (Spring 1994) In 1978 Melvin Hicks began working as a correctional officer for St. Mary's Honor Center (St. Mary's), a halfway house operated by the State of Missouri. Within a year and a half Hicks was promoted to shift commander, one of only six supervisory positions at the house. In 1983, numerous complaints concerning conditions at St. Mary's led to an... 1994
Stephanie L. Kralik CIVIL RIGHTS--THE SCOPE OF TITLE VII PROTECTION FOR EMPLOYEES CHALLENGING ENGLISH-ONLY RULES--GARCIA V. SPUN STEAK CO., 998 F.2D 1480 (9TH CIR. 1993). 67 Temple Law Review 393 (Spring 1994) The United States has often been described as a nation of immigrants--a melting pot of a multitude of cultures, heritages, and languages. The most recent wave of immigrants is overwhelmingly comprised of people from Spanish-speaking countries. The close proximity of these Spanish-speaking countries to the United States and the advent of modern... 1994
Michael Mankes COMBATTING INDIVIDUAL EMPLOYMENT DISCRIMINATION IN THE UNITED STATES AND GREAT BRITAIN: A NOVEL REMEDIAL APPROACH 16 Comparative Labor Law Journal 67 (Fall, 1994) Employment discrimination exists where employees are dismissed or mistreated on account of race, gender, religion, national origin, age, or physical or mental handicap. To provide a remedy for victims of employment discrimination and to eliminate such unfair and unequal conduct, the United States has enacted antidiscrimination legislation and... 1994
Susan Bisom-Rapp CONTEXTUALIZING THE DEBATE: HOW FEMINIST AND CRITICAL RACE SCHOLARSHIP CAN INFORM THE TEACHING OF EMPLOYMENT DISCRIMINATION LAW 44 Journal of Legal Education 366 (September, 1994) The past ten years have seen the creation of a rich body of literature--both critical and prescriptive--addressing how feminist and critical race theory can inform law school curriculum and pedagogy. Critiques of traditional first-year casebooks have been developed. Articles suggesting ways of presenting substantive material have been written.... 1994
Michael A. Zubrensky DESPITE THE SMOKE, THERE IS NO GUN: DIRECT EVIDENCE REQUIREMENTS IN MIXED-MOTIVES EMPLOYMENT LAW AFTER PRICE WATERHOUSE v. HOPKINS 46 Stanford Law Review 959 (April, 1994) Plaintiffs in mixed-motives employment discrimination suits often face the daunting task of producing direct evidence of the defendant's improper motive, despite the fact that discrimination may be subtle or covert. Charting the emergence of mixed-motives liability, Michael Zubrensky argues that courts requiring such smoking gun evidence are... 1994
David A. Robinson DISCOVERY OF THE PLAINTIFF'S MENTAL HEALTH HISTORY IN AN EMPLOYMENT DISCRIMINATION CASE 16 Western New England Law Review 55 (1994) Psychotherapy has an unpleasant side effect for patients who happen to be victims of employment discrimination. If they sue their employers for discrimination and claim emotional distress damages, their employers will demand to see their therapy records. For these employees, the Civil Rights Act of 1991 (CRA 91) is like a rainbow. They can reach... 1994
Leroy D. Clark EMPLOYMENT DISCRIMINATION TESTING: THEORIES OF STANDING AND A REPLY TO PROFESSOR YELNOSKY 28 University of Michigan Journal of Law Reform 1 (Fall, 1994) In this Article, Professor Clark addresses the legal issues surrounding the use of testers -- individuals who deliberately apply for employment to detect sex and race discrimination. He surveys three theoretical justifications for granting standing to organizations that run testing programs. Professor Clark then responds to a previous article by... 1994
Professor Eileen Kaufman EMPLOYMENT DISCRIMINATION: RECENT DEVELOPMENTS IN THE SUPREME COURT 10 Touro Law Review 525 (Winter, 1994) Our final speaker is Professor Eileen Kaufman of Touro Law School. She has been recognized by New York State Court Judges for her expertise as a Pattern Jury Instruction Committee member and as a reporter for Volume II of the Pattern Jury Instructions. Furthermore, I would like to point out to all of you that the remarkable work she has done on... 1994
Shannon R. Joseph EMPLOYMENT DISCRIMINATION: SHOULDERING THE BURDEN OF PROOF AFTER ST. MARY'S HONOR CENTER V. HICKS 29 Wake Forest Law Review 963 (Fall 1994) In what has been called the most intellectually dubious ruling of the 1993 Spring term, the 5-4 majority of the Supreme Court in St. Mary's Honor Center v. Hicks reshaped the framework governing the allocation of the burden of proof in Title VII actions. Until Hicks , a plaintiff could prevail in a Title VII action if, after the employer offered... 1994
Tim D. Gray EMPLOYMENT DISCRIMINATION: SUMMARY JUDGMENT AND RULE 301 AFTER ST. MARY'S HONOR CENTER v. HICKS 15 Mississippi College Law Review 217 (Fall, 1994) Plaintiffs in disparate treatment employment discrimination suits are faced with a formidable task. In order to prevail they must prove that the defendant-employer was motivated by a discriminatory intent. Most plaintiffs are not so lucky as to have smoking gun evidence of the employer's discriminatory intent. In McDonnell Douglas Corp. v. Green,... 1994
Paul G. Beers EMPLOYMENT LAW 28 University of Richmond Law Review 1007 (October, 1994) The focus of this article is upon employment law in Virginia during 1993 and the first half of 1994. In addition, significant judicial decisions from 1992 are covered. Workers' compensation and unemployment compensation are excluded as topics. Public sector employment law also lies outside the scope of this article. Nevertheless, two decisions of... 1994
Maria Therese Mancini EMPLOYMENT LAW--PROVING PRETEXT MAY BE INSUFFICIENT IN TITLE VII EMPLOYMENT DISCRIMINATION CASES--ST. MARY'S HONOR CENTER V. HICKS, 113 S. CT. 2742 (1993) 28 Suffolk University Law Review 235 (Spring 1994) Title VII of the Civil Rights Act of 1964 prohibits employers from making employment decisions based on an employee's race. In St. Mary's Honor Center v. Hicks, the Supreme Court of the United States considered whether a factfinder's rejection of an employer's asserted reasons for its employment decision entitles the affected employee to a judgment... 1994
Thomas E. Claps EMPLOYMENT LAW-SEXUAL HARASSMENT-TO STATE A VALID CAUSE OF ACTION FOR HOSTILE WORK ENVIRONMENT SEXUAL HARASSMENT AGAINST A SUPERVISOR, A FEMALE PLAINTIFF MUST ALLEGE THAT THE HARASSING CONDUCT OCCURED BECAUSE OF HER SEX, AND THAT A REASONABLE WOMEN IN THE 24 Seton Hall Law Review 2195 (1994) Sexual harassment has been the most dominant workplace issue in the United States in recent years. The visibility of sexual harassment has been fostered by the controversial Hill-Thomas hearings, the Navy Tailhook scandal, and recent harassment allegations against many prominent members of the United States Senate. Public recognition, discussion,... 1994
Cara D. Helper ENFORCING THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION GUIDELINES ON DISCRIMINATION BECAUSE OF NATIONAL ORIGIN: THE OVEREXTENSION OF ENGLISH-ONLY RULES IN GARCIA V. SPUN STEAK CO. 79 Minnesota Law Review 391 (December, 1994) The English-speaking majority's attempts to standardize the English language comprise a recurring theme throughout American history. This insecurity in relation to minority languages, and the corresponding concern with ensuring the supremacy of the English language, resurfaced following the most recent wave of immigration from Latin America and... 1994
Raymond Nardo EVIDENTIARY ISSUES IN EMPLOYMENT DISCRIMINATION LITIGATION 9 Journal of the Suffolk Academy of Law 139 (1994) In the past few years we have witnessed the passage of the Civil Rights Act of 1991 and the Americans with Disabilities Act (ADA). These legislative enactments have profoundly affected the law of employment discrimination. Just as important, however, are several recent opinions of the United States Supreme Court. It is crucial that practitioners in... 1994
Donna M. Gitter FRENCH CRIMINALIZATION OF RACIAL EMPLOYMENT DISCRIMINATION COMPARED TO THE IMPOSITION OF CIVIL PENALTIES IN THE UNITED STATES 15 Comparative Labor Law Journal 488 (Summer, 1994) Le dæesir du privilege et le goCut de l'æegalitæe sont les deux passions dominantes des Fran(cais. -- Charles de Gaulle The desire for privilege and the taste for equality are the two dominant passions among the French. -- Charles de Gaulle The notion of equality amongst all individuals undergirds political and legal theory in both France and the... 1994
Robert A. Machson, Joseph P. Monteleone INSURANCE COVERAGE FOR WRONGFUL EMPLOYMENT PRACTICES CLAIMS UNDER VARIOUS LIABILITY POLICIES 49 Business Lawyer 689 (February, 1994) Observers of litigation trends over the past several years have noted the significant increase in the frequency of employment-related claims. Lawsuits against employers by employees and former employees are reportedly one of the fastest growing areas of litigation across the country. Many businesses, believing they are protected from this new... 1994
Dennis P. Duffy INTENTIONAL INFLICTION OF EMOTIONAL DISTRESS AND EMPLOYMENT AT WILL: THE CASE AGAINST "TORTIFICATION" OF LABOR AND EMPLOYMENT LAW 74 Boston University Law Review 387 (May 1, 1994) The law governing the employment relationship in the United States has undergone rapid change in the last few decades. Twenty years ago, courts almost universally held that unless the legislature had specifically stated otherwise, employees were retained at will and could be terminated for any reason or for no reason at all. Legislation dealing... 1994
Kimberli R. Black PERSONALITY SCREENING IN EMPLOYMENT 32 American Business Law Journal 69 (1994) Introduction Personality tests are a form of psychological testing employers often use for screening job applicants and for making promotion and other job-related decisions. These tests measure motivational, emotional, interpersonal and attitudinal characteristics. They are primarily concerned with affective or nonintellectual behavior. Both the... 1994
John O. McGinnis THE BAR AGAINST CHALLENGES TO EMPLOYMENT DISCRIMINATION CONSENT DECREES: A PUBLIC CHOICE PERSPECTIVE 54 Louisiana Law Review 1507 (July, 1994) One of the traditional hallmarks of the procedural protections afforded by Anglo-American jurisprudence is that a person is not legally bound by an in personam judgment in litigation to which he is a stranger. In other words, you get your day in court to vindicate your personal individual rights and cannot be bound by the litigation decisions of... 1994
Tom Werner THE COMMON LAW EMPLOYMENT-AT-WILL DOCTRINE: CURRENT EXCEPTIONS FOR IOWA EMPLOYEES 43 Drake Law Review 291 (1994) C1-3Table of Contents I. Introduction. 292 II. Development of the Employment-at-Will Doctrine. 293 III. The Breach of Contract Exception. 297 A. Breach of Express Contracts. 297 B. Implied-in-Fact Contracts. 301 IV. Breach of Contract Actions: Employee Handbooks and Policies. 307 A. Iowa Cases. 307 B. Contract Remedies. 311 V. The Public Policy... 1994
Paul Burstein, Mark Evan Edwards THE IMPACT OF EMPLOYMENT DISCRIMINATION LITIGATION ON RACIAL DISPARITY IN EARNINGS: EVIDENCE AND UNRESOLVED ISSUES 28 Law and Society Review 79 (1994) What is the relationship between employment discrimination litigation and the relative earnings of blacks and whites in the United States? Do victories in court affect blacks' relative earnings? Are gains in earnings associated with legal victories enduring or temporary? Can litigation be an effective tactic in efforts at social reform? Data on... 1994
Susan J. Schleck TITLE VII - BURDEN OF PROOF - EMPLOYEE HAS ULTIMATE BURDEN OF PROOF IN A TITLE VII CASE TO SHOW DISCRIMINATORY INTENT EVEN IF EMPLOYER'S REASONS FOR DISMISSAL ARE PRETEXTUAL -- ST. MARY'S HONOR CENTER V. HICKS, 113 S. CT. 2742 (1993). 25 Seton Hall Law Review 696 (1994) Congress enacted Title VII of the Civil Rights Act of 1964 to provide relief to employees who have been harmed by employer discrimination on the basis of race, color, religion, sex, or national origin. Title VII was created during a time of serious civil unrest in the United States. In enacting the Civil Rights Act of 1964, including Title VII,... 1994
Ronald Turner TITLE VII AND HOSTILE ENVIRONMENT SEXUAL HARASSMENT: MISLABELING THE STANDARD OF EMPLOYER LIABILITY 71 University of Detroit Mercy Law Review 817 (Summer, 1994) The United States Supreme Court, in Meritor Savings Bank v. Vinson, held that a claim of hostile environment sexual harassment is a form of sex discrimination actionable under Title VII of the Civil Rights Act of 1964 (Title VII). Declining to issue a definitive rule on employer liability for hostile environment harassment, the Court reasoned... 1994
David B. Ezra "GET OFF YOUR BUTTS": THE EMPLOYER'S RIGHT TO REGULATE EMPLOYEE SMOKING 60 Tennessee Law Review 905 (Summer, 1993) Smokers in the workplace are the modern day lepers. In order to smoke, many are exiled into cramped smokers' lounges or pushed outside into the cold by employer policies requiring a smoke-free workplace. For others who smoke, the situation is even more grim because some employers simply refuse to hire smokers. Smokers complain that this treatment... 1993
Herbert N. Bernhardt AFFIRMATIVE ACTION IN EMPLOYMENT: CONSIDERING GROUP INTERESTS WHILE PROTECTING INDIVIDUAL RIGHTS 23 Stetson Law Review 11 (Fall, 1993) A good deal of the literature of affirmative action is devoted to the supposed conflict between individual rights and group interests. This author's experience with affirmative action in employment, however, is that a good affirmative action officer not only balances both objectives, but uses each goal to help achieve the other. On the one hand, a... 1993
Michael K. Braswell , Gary A. Moore , Stephen L. Poe AFFIRMATIVE ACTION: AN ASSESSMENT OF ITS CONTINUING ROLE IN EMPLOYMENT DISCRIMINATION POLICY 57 Albany Law Review 365 (1993) Affirmative action continues to be a source of controversy for many Americans. With the passage of the Civil Rights Act of 1991, Congress failed once again to address the problems associated with quotas and other forms of affirmative action under Title VII. Meanwhile, the current conservative majority of the U.S. Supreme Court appears to be on a... 1993
Marshall W. Grate BINDING ARBITRATION OF STATUTORY EMPLOYMENT DISCRIMINATION CLAIMS 70 University of Detroit Mercy Law Review 699 (Spring, 1993) A significant shift has occurred over the past two decades in labor and employment law. The importance of employees' collective rights, as enshrined in the National Labor Relations Act, once paramount, is no longer. Over the past two decades, the workplace has witnessed a steady ascendence of individual employment rights, and at least with the... 1993
Robert C. Cadle, Robert C. Cadle is a shareholder in the Boston firm of Fordham & Starrett, P.C. BURDENS OF PROOF: PRESUMPTION AND PRETEXT IN DISPARATE TREATMENT EMPLOYMENT DISCRIMINATION CASES 78 Massachusetts Law Review 122 (December, 1993) In an age where employers are becoming increasingly sophisticated in covering up discriminatory practices, available proof of discrimination in the workplace usually consists of circumstantial evidence. Direct evidence of unlawful discrimination (the smoking gun) is relatively unusual. McDonnell Douglas Corp. v. Green is the seminal case in which... 1993
Mark Berger CAN EMPLOYMENT LAW ARBITRATION WORK? 61 UMKC Law Review 693 (Summer, 1993) The workplace of the 1990's is a far more regulated environment than it was in the early part of the twentieth century. There are now a vast array of statutes and common law principles protecting workers from the point that they seek employment to their ultimate retirement, and at every stage in between. But each new legal right created for... 1993
James E. Rosenbaum , Nancy Fishman , Alison Brett , Patricia Meaden CAN THE KERNER COMMISSION'S HOUSING STRATEGY IMPROVE EMPLOYMENT, EDUCATION, AND SOCIAL INTEGRATION FOR LOW-INCOME BLACKS? 71 North Carolina Law Review 1519 (June, 1993) The Kerner Commission placed a heavy emphasis on racial integration, calling it the only course which explicitly seeks to achieve a single nation rather than accepting the present movement toward a dual society. And, as the introductory Essay to this Symposium indicates, only in the housing area did the Commission prescribe solutions tailored to... 1993
Ian Forbes , Geoffrey Mead COMPARATIVE RACIAL DISCRIMINATION LAW: MEASURES TO COMBAT RACIAL DISCRIMINATION IN EMPLOYMENT IN THE MEMBER STATES OF THE EUROPEAN COMMUNITY 14 Comparative Labor Law Journal 403 (Summer, 1993) This article provides an informed and critical overview of the law, policies, and practises relating to discrimination in employment on the basis of colour in the member countries of the European Community (EC or the Community). The country-by-country review of measures to combat racial discrimination is preceded by two examinations. The first... 1993
Rachel E. Lutner EMPLOYER LIABILITY FOR SEXUAL HARASSMENT: THE MORASS OF AGENCY PRINCIPLES AND RESPONDEAT SUPERIOR 1993 University of Illinois Law Review 589 (1993) In 1986, in Meritor Savings Bank v. Vinsoon, the Supreme Court directed lower courts to use agency principles when determining employer liability for sexual harassment. However, reliance on agency law has not established a clear standard, but has fostered justifications for numerous standards, ranging from strict employer liability to requiring... 1993
W. Wendell Hall , Philip J. Pfeiffer EMPLOYMENT AND LABOR LAW 46 SMU Law Review 1393 (Spring, 1993) During the last year of the Bush administration, the Americans with Disabilities Act of 1990 and the Civil Rights Act of 1991 became effective. These statutes, which have expanded both the scope of claims and the range of penalties for employment discrimination, have resulted in increased civil rights litigation in the federal courts. Under the... 1993
Marjorie A. Silver FAIRNESS AND FINALITY: THIRD-PARTY CHALLENGES TO EMPLOYMENT DISCRIMINATION CONSENT DECREES AFTER THE 1991 CIVIL RIGHTS ACT 62 Fordham Law Review 321 (November, 1993) In this Article, Professor Silver examines Section 108 of the Civil Rights Act of 1991, which limits challenges to employment practices taken pursuant to employment discrimination consent decrees. The Article traces the development of the impermissible collateral attack doctrine, that doctrine's demise in Martin v. Wilks, and Congress' response to... 1993
David T. Wilson FOREIGN OWNED SUBSIDIARIES AND NATIONAL ORIGIN DISCRIMINATION: CAN FEDERAL EMPLOYMENT DISCRIMINATION LAW AND EMPLOYER CHOICE PROVISIONS BE RECONCILED? 10 Arizona Journal of International & Comparative Law 507 (Fall, 1993) It is not impossible that there may be persons disposed to look with a jealous eye on the introduction of foreign capital as if it were an instrument to deprive our own citizens of the profits of their own industry. But perhaps there could never be more unreasonable jealousy. Alexander Hamilton, 1790 More and more foreign enterprises, particularly... 1993
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