AuthorTitleCitationSummaryYear
J. Hoult Verkerke [ ] FREE TO SEARCH 105 Harvard Law Review 2080 (June, 1992) Many readers of Richard Epstein's provocative new book, Forbidden Grounds: The Case Against Employment Discrimination Laws, undoubtedly will react as Ronald Reagan did to Jimmy Carter during one of their televised debates and say: There you go again. As in much of his prior scholarship, Epstein takes a position well outside the mainstream of... 1992
Mark A. Rothstein GENETIC DISCRIMINATION IN EMPLOYMENT AND THE AMERICANS WITH DISABILITIES ACT 29 Houston Law Review 23 (Spring, 1992) I. Introduction: The Human Genome Project and Genetic Discrimination in Employment. 24 II. Overview of the Americans with Disabilities Act. 34 III. The ADA and Genetic Conditions. 39 A. Already-Expressed Genetic Diseases. 39 B. Already-Expressed Minor Genetic Conditions. 41 C. Unexpressed Late-Onset Genetic Diseases. 43 D. Genetic... 1992
Lairold M. Street, Esq HELPING JAPANESE FIRMS COPE WITH EMPLOYEE BENEFITS AND U.S. LABOR AND EMPLOYMENT LAWS 35 Howard Law Journal 381 (Spring, 1992) Recent developments in transnational employment and labor law in the area of Friendship, Commerce, & Navigation Treaties (FCN) illustrate the growth of American and foreign companies worldwide. Countries are becoming aware of the implications of employment and legal issues that transcend national borders. Foreign companies operating in the United... 1992
Robert C. Lind , Alan D. Ullberg INSTITUTIONAL REGULATION OF EMPLOYEE EXPRESSION: WRITING AS A CONFLICT OF INTEREST WITHIN MUSEUMS AND RELATED NONPROFIT INSTITUTIONS 32 Santa Clara Law Review 427 (1992) A museum is an educational institution and a center for learning. In this environment writing and other creative pursuits should be fostered and encouraged. However, when writing is produced by an employee, a museum is faced with a number of concerns. These concerns differ, depending on the institution's status or role in relation to the issues... 1992
John P. O'Brien IT IS BUSINESS AS USUAL IN THE EXTRATERRITORIAL WORLD OF TITLE VII: AMERICAN EMPLOYERS WHO EMPLOY AMERICANS ABROAD ARE NOT SUBJECT TO TITLE VII-EEOC v. ARABIAN AMERICAN OIL CO., 111 S.CT. 1227 (1991). 33 South Texas Law Review 313 (February, 1992) I. INTRODUCTION. 313 II. HISTORICAL GLANCE AT EXTRATERRITORIALITY. 314 III. PRESENT STATUS OF EXTRATERRITORIAL APPLICATION OF TITLE VII. 319 IV. POLICY CONSIDERATIONS AND ANALYSIS. 322 IV. CONCLUSION. 326 1992
Tracy Karen Finkelstein JUDICIAL AND ADMINISTRATIVE INTERPRETATIONS OF THE BONA FIDE OCCUPATIONAL QUALIFICATION AS APPLIED TO THE AGE DISCRIMINATION IN EMPLOYMENT ACT 40 Cleveland State Law Review 217 (1992) I. INTRODUCTION. 217 II. THE AGE DISCRIMINATION EMPLOYMENT ACT. 221 A. History. 221 B. Application. 223 III. THE BONA FIDE OCCUPATIONAL QUALIFICATION. 225 A. Background. 225 B. The Legislature Intended that the ADEA be Interpreted Broadly and that the BFOQ be Interpreted Narrowly. 226 C. EEOC's Interpretation of the BFOQ Defense Under Title VII.... 1992
Mark Gould LAW AND SOCIOLOGY: SOME CONSEQUENCES FOR THE LAW OF EMPLOYMENT DISCRIMINATION DERIVING FROM THE SOCIOLOGICAL RECONSTRUCTION OF ECONOMIC THEORY 13 Cardozo Law Review 1517 (March, 1992) One of the more important developments in legal thinking over the past generation has been the law-and-economics movement. This broad-based school has attempted to introduce modes of analysis drawn from economic theory into an explanation for the emergence and development of common-law rulings and institutions and has attempted to apply these modes... 1992
Gregory S. Crespi MARKET MAGIC: CAN THE INVISIBLE HAND STRANGLE BIGOTRY? 72 Boston University Law Review 991 (November, 1992) My attitudes regarding racial and gender discrimination are probably typical for a white male of the baby-boom generation. I have long believed that American society is moving fitfully but inexorably toward full racial and gender equality. While I recognize that many pockets of personal and institutional bias persist, I regard them as anomalies of... 1992
Karl E. Klare POWER/DRESSING: REGULATION OF EMPLOYEE APPEARANCE 26 New England Law Review 1395 (Summer, 1992) I. Introduction II. A Doctrinal Survey of Employee Appearance Regulation A. Constitutional Law 1. The liberty interest 2. Fundamental rights B. Civil Rights Statutes 1. Race and religion 2. Gender a. Dress codes b. Attractiveness requirements C. Collective Bargaining Law III. Appearance Regulation Law and the Constitution of Social Life A.... 1992
Kimberly Anne Huffman SALT v. APPLIED ANALYTICAL, INC.: CLARIFYING THE CONFUSION IN NORTH CAROLINA'S EMPLOYMENT-AT-WILL DOCTRINE 70 North Carolina Law Review 2087 (September, 1992) Throughout the history of employment law in North Carolina, state courts have subscribed rigidly to the employment-at-will doctrine, which governs in both breach of employment contract and wrongful discharge tort actions. North Carolina courts consider the very relationship between employee and employer to be contractual in nature. Historically, ... 1992
Alfred W. Blumrosen SOCIETY IN TRANSITION III: JUSTICE O'CONNOR AND THE DESTABILIZATION OF THE GRIGGS PRINCIPLE OF EMPLOYMENT DISCRIMINATION 14 Women's Rights Law Reporter 315 (Spring-Fall, 1992) Preface I thank the Women's Rights Law Reporter for this honor and write this preface to make three points: 1. The Past--The depth and strength of the Women's Movement was just emerging when this publication began. The Reporter reflected the perceptive and persistent interests, personified at Rutgers Law School by Ruth Ginsburg, Annamay Sheppard,... 1992
Jeffrey A. Blevins , Gregory J. Schroedter THE CIVIL RIGHTS ACT OF 1991: CONGRESS REVAMPS EMPLOYMENT DISCRIMINATION LAW AND POLICY 80 Illinois Bar Journal 336 (July, 1992) On October 31, 1991, Congress passed Senate Bill 1745, the Civil Rights Act of 1991 (the 1991 Civil Rights Act, or the Act). On November 21, 1991, President Bush signed the bill into law, giving effect to Public Law 102-166. The Act makes sweeping and significant changes to federal employment discrimination law and policy, which until now had... 1992
John M. Husband, Jude Biggs THE CIVIL RIGHTS ACT OF 1991: EXPANDING REMEDIES IN EMPLOYMENT DISCRIMINATION CASES 21 Colorado Lawyer 881 (May, 1992) President Bush signed into law the Civil Rights Act of 1991 (Act) on November 21, 1991, ending a two-year struggle with Congress. The motivation for the 1991 legislation was to reverse five U.S. Supreme Court decisions handed down in 1989. The decisions were perceived by many as unfavorable to those seeking relief from employment bias. The... 1992
D. Marvin Jones THE DEATH OF THE EMPLOYER: IMAGE, TEXT, AND TITLE VII 45 Vanderbilt Law Review 349 (March, 1992) I. Introduction: Geneva Crenshaw's Complaint A. The Intent Model: A Problem of Law As Ideology and Legitimation B. The Hidden Discursive Barrier II. The Employer As Myth A. Every Event A Deed B. The Speaker In the Text III. The Employer As Metaphor A. Real Equality: The Historical Group Model of Discrimination B. Formal Equality: The Employer... 1992
William B. Gould IV THE EMPLOYMENT RELATIONSHIP UNDER SIEGE: A LOOK AT RECENT DEVELOPMENTS AND SUGGESTIONS FOR CHANGE 22 Stetson Law Review 15 (Fall, 1992) This Article will identify and address developments of the 1970s and 1980s that plague the employment relationship. These trends include the growing importance of the part-time worker, renewed racial tensions in the workplace, and, most importantly, the declining bargaining power of the organized workforce. In addition, this Article will offer some... 1992
Julie O. Allen , Ronald J. Allen , Mayer G. Freed A POSITIVE THEORY OF THE EMPLOYMENT DISCRIMINATION CASES 16 Journal of Corporation Law 173 (Winter, 1991) I. L2-3INTRODUCTION . 174 II. L2-3THE LOGIC OF THE CASES . 174 III. L2-3THE CASES . 179 A. Griggs v. Duke Power Co. 179 B. The McDonnell Douglas Line of Cases 181 C. General Electric Co. v. Gilbert 183 D. Nashville Gas Co. v. Satty 185 E. International Brotherhood of Teamsters v. United States 187 F. Hazelwood School District v. United States 188... 1991
Judith Lillian Dillon A PROPOSAL TO BAN SEXUAL ORIENTATION DISCRIMINATION IN PRIVATE EMPLOYMENT IN VERMONT 15 Vermont Law Review 435 (Winter, 1991) [T]he constitutional shelter afforded . . . relationships reflects the realization that individuals draw much of their emotional enrichment from close ties with others. Protecting these relationships . . . therefore safeguards the ability independently to define one's identity that is central to any concept of liberty. Sexual orientation is... 1991
Bruce Comly French A ROAD MAP TO ACHIEVE ENHANCED CULTURAL DIVERSITY IN LEGAL EDUCATION EMPLOYMENT DECISIONS 19 North Carolina Central Law Journal 219 (1991) The premise of this article is simple: administrators and faculty in law schools should be committed to achieving enhanced cultural diversity on their faculty. This goal is an article of faith within the liberal community of legal education and is even embodied in rules governing the accreditation of law schools by the American Bar Association.... 1991
Paul J. Gudel BEYOND CAUSATION: THE INTERPRETATION OF ACTION AND THE MIXED MOTIVES PROBLEM IN EMPLOYMENT DISCRIMINATION LAW 70 Texas Law Review 17 (November, 1991) I. Introduction II. Discrimination and the Mixed Motives Problem A. Disparate Treatment and the Burdens of Proof B. Causation, Mixed Motives, and Burden Shifts 1. Causation and Mixed Motives in Title VII Law Before Price Waterhouse (a) Sole Cause and the But For Test (b) Shifting the Burden to the Defendant on the Issue of Liability (c) Shifting... 1991
Steven Mark Tapper BUILDING ON MACNAMARA v. KOREAN AIR LINES: EXTENDING TITLE VII DISPARATE IMPACT LIABILITY TO FOREIGN EMPLOYERS OPERATING UNDER TREATIES OF FRIENDSHIP, COMMERCE, AND NAVIGATION 24 Vanderbilt Journal of Transnational Law 757 (1991) This Note explores the possibility of applying Title VII's disparate impact liability theory against foreign companies operating under Treaties of Friendship, Commerce, and Navigation (FCN Treaties). The author questions the reasoning of MacNamara v. Korean Air Lines, which applied disparate treatment, but not disparate impact, against a Korean... 1991
Michael L. Marshall CAUSATION IN EMPLOYMENT DISCRIMINATION ANALYSIS: A PROPOSED MARRIAGE OF THE CROSON AND WARDS COVE RATIONALES 20 University of Baltimore Law Review 307 (Spring, 1991) I. INTRODUCTION. 308 II. TRADITIONAL ANALYSIS. 311 A. Adverse Treatment. 311 B. Adverse Impact. 315 1. General Standards of Review. 317 2. Establishing Adverse Impact. 321 3. Defenses and Shifting Burdens. 327 III. REMEDIES FOR EMPLOYMENT DISCRIMINATION. 332 A. Court-Ordered Relief in Contested Cases. 333 B. Consent Decrees. 336 C. Voluntary... 1991
Glenn D. Levy CIVIL PROCEDURE - APPEAL AND ERROR - INCURABLE, REVERSIBLE ERROR OCCURS WHENEVER THE JURY FEELS ANIMUS TOWARD OR SOLIDARITY WITH WITNESSES OR LITIGANTS BECAUSE OF ETHNICITY OR RACE DUE TO AN ATTORNEY'S SUGGESTIONS MADE DURING CLOSING ARGUMENT, NO MATTER H 22 Saint Mary's Law Journal 1163 (1991) On appeal from an action brought for workman's compensation benefits on behalf of Roman Guerrero (Guerrero), the Texas Employer's Insurance Association (TEIA) complained that Guerrero's attorney made an appeal for ethnic unity during his closing argument. Supporting TEIA's allegations is the fact that eleven of the twelve jurors had Spanish... 1991
David L. Ceballes CLAIMING EMPLOYMENT DISCRIMINATION IN NEW MEXICO UNDER STATE AND FEDERAL LAW 21 New Mexico Law Review 415 (Spring, 1991) Employees in New Mexico are protected from various forms of employment discrimination under both federal and state law. Under various provisions of federal and state statutes, it is unlawful for an employer to discriminate against an employee on the basis of race, age, sex, physical or mental disability, religion, national origin, color, or... 1991
Michael S. Kimm DOMESTIC EMPLOYEES AND TITLE VII VERSUS FOREIGN EMPLOYERS AND "FCN" TREATIES: A 21ST CENTURY PERSPECTIVE 9 Boston University International Law Journal 95 (Spring, 1991) C1-3TABLE OF CONTENTS L1-2INTRODUCTION 95. I. TITLE VII'S CONGRESSIONAL MANDATES. 98 II. FRIENDSHIP, COMMERCE, AND NAVIGATION TREATIES. 105 III. PRINCIPLES OF TREATY CONSTRUCTION. 110 IV. TITLE VII-FCN TREATY CASES. 113 V. A 21ST CENTURY PERSPECTIVE. 133 L1-2CONCLUSION 146. 1991
Christine Neylon O'Brien , Margo E.K. Reder , Gerald A. Madek , Gerald R. Ferrera EMPLOYER FETAL PROTECTION POLICIES AT WORK: BALANCING REPRODUCTIVE HAZARDS WITH TITLE VII RIGHTS 74 Marquette Law Review 147 (Winter, 1991) I. Introduction. 148 II. Facts in International Union, United Auto Workers v. Johnson Controls, Inc.. 149 A. United States District Court. 153 B. United States Court of Appeals. 159 C. The United States Supreme Court. 170 1. The Court's Opinion. 172 2. Concurrences. 179 3. Case Analysis. 182 III. Employer Liability: The Analytical Framework of... 1991
Bruce Beezer, Ed.D. EMPLOYMENT DISCRIMINATION AGAINST HANDICAPPED SCHOOL EMPLOYEES: SECTION 504 65 West's Education Law Reporter 693 (April, 1991) Like those persons who face discrimination on the basis of their race, color, sex, or national origin, individuals with physical or mental handicaps often are denied an equal opportunity for employment. In discussing the problems of a blind job applicant, one court made observations that could apply equally well to other handicapped persons. The... 1991
Christine Godsil Cooper EMPLOYMENT DISCRIMINATION LAW AND THE NEED FOR REFORM 16 Vermont Law Review 183 (Summer, 1991) Recent Supreme Court decisions, particularly those from the 1988-89 term, reconstructed the law of employment discrimination. The result of this reconstruction is clear: victims of discrimination now have a very difficult task. Burdens of proof were changed to the disadvantage of those already disadvantaged by discrimination. Definitions were... 1991
Judith Reed LIMITING THE RIGHT TO A BIAS-FREE WORKPLACE: A SURVEY OF THE EMPLOYMENT DISCRIMINATION DECISIONS OF THE 1988-89 TERM 18 New York University Review of Law and Social Change 93 (1990/1991) In its 1988-89 Term, the Supreme Court decided an extraordinary number of cases involving employment discrimination. That Term marked a shift in the Court's attention from affirmative action questions to other issues related to employment discrimination suits, such as procedural guidelines, attorney's fees and the availability of actions under the... 1991
Mary E. Becker NEEDED IN THE NINETIES: IMPROVED INDIVIDUAL AND STRUCTURAL REMEDIES FOR RACIAL AND SEXUAL DISADVANTAGES IN EMPLOYMENT 79 Georgetown Law Journal 1659 (August, 1991) As a result of many advantages, white men earn significantly more than women and minorities, especially minority women. Women with college educations earn less than men with high school educations. Comparisons of wages for full time white male workers and minority women are especially dramatic. For example, African-American women workers earned... 1991
Marc Rosenblum RACE-CONSCIOUS EMPLOYMENT PROGRAMS IN THE POST-BRENNAN ERA: AN END TO FALSELY REMEDIAL PREFERENCES? 28 Houston Law Review 993 (October, 1991) I. Introduction. 995 II. Preferential PracticesThe Factual Predicate and Competence. 1001 A. The Factual Predicate. 1002 1. Two formulations of the factual predicate requirement. 1003 2. The factual predicate in Weber. 1004 3. The factual predicate in Johnson. 1006 4. Resolving the factual predicate issue: Croson. 1007 5. The confusion created by... 1991
John E. Sanchez RELIGIOUS AFFIRMATIVE ACTION IN EMPLOYMENT: FEARFUL SYMMETRY 1991 Detroit College of Law Review 1019 (Fall, 1991) Population projections presage that with the next census, Protestants will comprise scarcely a numerical majority of the American population. Displacing traditional faiths are immigrants with new religions. Indeed, many religious authorities cite Islam as the fastest growing faith in the United States. Thanks in part to this diaspora, the ranks... 1991
Kermit Alfonso Welch, III THE CHANGING DISPARATE IMPACT THEORY OF EMPLOYMENT DISCRIMINATION 34 Howard Law Journal 331 (1991) Minorities and disadvantaged groups have always struggled to obtain civil rights in their countries; and the trend in the United States has been no exception. Recently, the clock has been turned back on civil rights in America. Minorities, who initially used the courts as a way of securing their rights, are now finding it increasingly more... 1991
John J. Donohue III , Peter Siegelman THE CHANGING NATURE OF EMPLOYMENT DISCRIMINATION LITIGATION 43 Stanford Law Review 983 (May, 1991) The future of America's policy towards civil rights in employment will be determined by the current battle between two opposing forces. One group sees the expansion of federal power to eliminate employment discrimination as the product of this country's growing commitment to racial and gender justice. Its champion is the United States Congress, and... 1991
Catherine J. Lanctot THE DEFENDANT LIES AND THE PLAINTIFF LOSES: THE FALLACY OF THE "PRETEXT-PLUS" RULE IN EMPLOYMENT DISCRIMINATION CASES 43 Hastings Law Journal 57 (November, 1991) I. Competing Rules Governing Proof of Intentional Discrimination at the Pretext Stage. 71 A. The Pretext-Only Rule. 71 B. The Pretext-Plus' Rule. 81 C. How Much Plus' Evidence Do the Pretext-Plus' Courts Require?. 91 II. The Fallacy of the Pretext-Plus' Rule. 100 A. Can the Defendant Rebut the Presumption of Discrimination with a Legitimate... 1991
Kurt Richard Mattson THE DEMISE OF DISPARATE IMPACT EMPLOYMENT DISCRIMINATION IN THE REHNQUIST COURT 67 North Dakota Law Review 39 (1991) The disparate impact theory has been in existence since 1971, when Title VII of the Civil Rights Act was applied by the Supreme Court to cases of discrimination where intent was missing or hard to prove, but yet was apparent. Confusion over its application has accompanied the analysis since that date. After much debate and discrepancy among the... 1991
Leroy D. Clark THE LAW AND ECONOMICS OF RACIAL DISCRIMINATION IN EMPLOYMENT BY DAVID A. STRAUSS 79 Georgetown Law Journal 1695 (August, 1991) Professor David Strauss's article is a thoughtful, carefully developed economic analysis of current prospects for efficient enforcement of the laws prohibiting racial discrimination in employment. After canvassing various theories of discrimination, Strauss concludes that severe limitations exist in applying to modern conditions legal concepts... 1991
David A. Strauss THE LAW AND ECONOMICS OF RACIAL DISCRIMINATION IN EMPLOYMENT: THE CASE FOR NUMERICAL STANDARDS 79 Georgetown Law Journal 1619 (August, 1991) The Civil Rights Act of 1964 marked, and surely contributed to, a dramatic change in the accepted view of racial discrimination. Within a decade after the Act was passed, the consensus in favor of some form of civil rights laws, and against racial discrimination, became virtually beyond challenge in mainstream political debate. In the mid-1950s... 1991
Robert L. Norton THE NEW DISPARATE IMPACT ANALYSIS IN EMPLOYMENT DISCRIMINATION: EMANUEL v. MARSH IN LIGHT OF WATSON, ATONIO, AND THE FAILED CIVIL RIGHTS ACT OF 1990 56 Missouri Law Review 333 (Spring, 1991) Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin. Under Title VII, a determination of unlawful employment discrimination may be based on either disparate treatment analysis or disparate impact analysis. Disparate treatment theory requires a showing that the... 1991
Lewis M. Steel, Miriam F. Clark THE SECOND CIRCUIT'S EMPLOYMENT DISCRIMINATION CASES: AN UNCERTAIN WELCOME 65 Saint John's Law Review 839 (Summer, 1991) This Article will focus upon how the United States Court of Appeals for the Second Circuit has, over the past decade, addressed certain key issues in the area of employment discrimination. Critical cases will be reviewed through the prism of the authors' belief that, consistent with congressional intent and public policy, the federal courts of... 1991
Colonel Robert E. Sutemeier, USAF THEORIES OF DISCRIMINATION IN FEDERAL SECTOR EMPLOYEE LITIGATION 35 Air Force Law Review 19 (1991) Title VII of the Civil Rights Act of 1964 makes it unlawful for an employer to discriminate on the basis of race, color, religion, sex or national origin. When Congress enacted Title VII in 1964, it excluded the Federal Government from the definition of an employer in section 701(b). Although Federal employment discrimination clearly violated the... 1991
Lino A. Graglia TITLE VII OF THE CIVIL RIGHTS ACT OF 1964: FROM PROHIBITING TO REQUIRING RACIAL DISCRIMINATION IN EMPLOYMENT 14 Harvard Journal of Law & Public Policy 68 (Winter, 1991) The modern law of racial discrimination began with the Supreme Court's decision in Brown v. Board of Education of Topeka, which prohibited compulsory racial segregation in public schools. It soon became clear that Brown stood for the principle that all racial discrimination by government is unconstitutional. The principle that government should not... 1991
Sharon L. Tasman, Margaret A. Jacobsen V. EMPLOYMENT 50 Maryland Law Review 1153 (1991) In Morris v. Prince George's County, the Court of Appeals interpreted Maryland Code article 73B, section 32(a) and found that the legislative policy favoring pension benefit portability necessitates allowing transferees to carry actual years of service from their former retirement system to their new retirement system for the purpose of determining... 1991
Chris Engels VOLUNTARY AFFIRMATIVE ACTION IN EMPLOYMENT FOR WOMEN AND MINORITIES UNDER TITLE VII OF THE CIVIL RIGHTS ACT: EXTENDING POSSIBILITIES FOR EMPLOYERS TO ENGAGE IN PREFERENTIAL TREATMENT TO ACHIEVE EQUAL EMPLOYMENT OPPORTUNITY 24 John Marshall Law Review 731 (Summer, 1991) C1-3Table of Contents L1-2INTRODUCTION . 732 I. PERMISSIBLE AFFIRMATIVE ACTION. 735 A. The Principle of Voluntary Affirmative Action. 735 B. Reaction to Weber and Johnson. 741 C. Limitations on Affirmative Action. 745 II. THREE PRONG ANALYSIS FOR ASSESSING THE VALIDITY OF AFFIRMATIVE ACTION PLANS. 746 A. Justification: The Manifest Imbalance... 1991
Michael H. Gottesman WITHER GOEST LABOR LAW: LAW AND ECONOMICS IN THE WORKPLACE 100 Yale Law Journal 2767 (June, 1991) The long and steady decline in the percentage of private-sector employees represented by unions-a decline now in its fourth decade -preoccupies all thinking about American labor law today. One would not have learned of this decline from the writings of scholars and courts during the 1960's and 1970's; indeed, these sources espoused little but... 1991
Joel L. Selig AFFIRMATIVE ACTION IN EMPLOYMENT AFTER CROSON AND MARTIN: THE LEGACY REMAINS INTACT 63 Temple Law Review 1 (Spring, 1990) Two years ago I undertook a detailed review and evaluation of the United States Supreme Court's jurisprudence on affirmative action in employment. I concluded that the Court's 1986 and 1987 decisions on the subject had resolved most of the important questions in the area, and that what I called the Brennan-Powell majority had created a legacy on... 1990
Suzanne M. Boris AGE DISCRIMINATION 58 George Washington Law Review 877 (June, 1990) The Age Discrimination in Employment Act of 1967 (the ADEA) was enacted to promote employment of older persons based on their ability rather than age; to prohibit arbitrary age discrimination in employment; to help employers and workers find ways of meeting problems arising from the impact of age on employment. Because the ADEA was modeled after... 1990
Pamela L. Perry BALANCING EQUAL EMPLOYMENT OPPORTUNITIES WITH EMPLOYERS' LEGITIMATE DISCRETION: THE BUSINESS NECESSITY RESPONSE TO DISPARATE IMPACT DISCRIMINATION UNDER TITLE VII 12 Industrial Relations Law Journal 1 (1990) In this article, Professor Perry identifies the split among the Justices of the Supreme Court on the appropriate standard to be used for establishing the business necessity justification to disparate impact discrimination under Title VII. She proposes that the business necessity standard be modeled on the framework of the bona fide occupational... 1990
Charles A. Shanor , Samuel A. Marcosson BATTLEGROUND FOR A DIVIDED COURT: EMPLOYMENT DISCRIMINATION IN THE SUPREME COURT, 1988-89 6 Labor Lawyer 145 (Winter, 1990) The Supreme Court's 1988-89 Term may be best remembered for the abortion and flag-desecration decisions. But no field of the law was as widely considered by the Court as civil rights, particularly employment discrimination. The substance of these cases was remarkably varied, ranging from sexual stereotyping to racial harassment, disparate treatment... 1990
Clark Freshman BEYOND ATOMIZED DISCRIMINATION: USE OF ACTS OF DISCRIMINATION AGAINST "OTHER" MINORITIES TO PROVE DISCRIMINATORY MOTIVATION UNDER FEDERAL EMPLOYMENT LAW 43 Stanford Law Review 241 (November, 1990) Mike Ueda, a graduating MBA with a concentration in marketing, and whose grandparents happened to come from Japan, sends his resume to a well-known advertising firm and subsequently interviews on campus with one of the firm's account executives. The members of the firm recruiting committee, which includes no Asians or women, review Mike's resume... 1990
Robert Belton CAUSATION AND BURDEN-SHIFTING DOCTRINES IN EMPLOYMENT DISCRIMINATION LAW REVISITED: SOME THOUGHTS ON HOPKINS AND WARDS COVE 64 Tulane Law Review 1359 (June, 1990) I. Introduction II. Hopkins and Wards Cove A. Price Waterhouse v. Hopkins 1. Causation 2. Causation as a Liability-Determining Rule 3. Burden-Shifting Rules and the Same Decision Test 4. Unresolved Issues B. Wards Cove Packing Co. v. Atonio 1. Causation in Disparate-Impact Claims 2. Burden-Shifting Rules in Disparate-Impact Cases 3. The Quantum... 1990
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