| Author | Title | Citation | Summary | Year |
| Laura Beth Nielsen , Ellen C. Berrey , Robert L. Nelson |
DIGNITY AND DISCRIMINATION: EMPLOYMENT CIVIL RIGHTS IN THE WORKPLACE AND IN COURTS |
92 Chicago-Kent Law Review 1185 (2017) |
Gerry Handley (plaintiff): They would like always bring up these racial conversations and make these racial jokes . I'd just ignore them. I wouldn't laugh or I wouldn't listen in .. They started talking about incest, and they started talking about blacks from slavery time, you know, they bred them and sold them, and they inbred them down in the... |
2017 |
| Matthew Bottoms |
EMPLOYER BEWARE: CHANGING THE LANDSCAPE OF EMPLOYMENT DISCRIMINATION CLAIMS AT THE SUMMARY JUDGMENT STAGE |
68 Mercer Law Review 1145 (Summer, 2017) |
In Quigg v. Thomas County School District, the United States Court of Appeals for the Eleventh Circuit changed the summary judgment framework for mixed-motive employment discrimination cases. The ruling in Quigg will affect both employers and employees and will lead to more mixed-motive discrimination claims reaching the jury, rather than being... |
2017 |
| Dallan F. Flake |
EMPLOYER LIABILITY FOR NON-EMPLOYEE DISCRIMINATION |
58 Boston College Law Review 1169 (September, 2017) |
Introduction. 1170 I. The Growth of Non-employee Discrimination. 1176 A. The Service Economy. 1176 B. Growing Organizational Complexity. 1178 II. Manifestations of Non-employee Discrimination. 1181 A. Conscious Discrimination. 1182 1. Direct Discrimination. 1182 2. Indirect Discrimination. 1183 B. Unconscious Discrimination. 1186 1. Direct... |
2017 |
| Laura T. Kessler |
EMPLOYMENT DISCRIMINATION AND THE DOMINO EFFECT |
44 Florida State University Law Review 1041 (Spring, 2017) |
Employment discrimination is a multidimensional problem. In many instances, some combination of employer bias, the organization of work, and employees' responses to these conditions, leads to worker inequality. Title VII does not sufficiently account for these dynamics in two significant respects. First, Title VII's major proof structures divide... |
2017 |
| Lucy Gubernick |
ERASING THE MARK OF CAIN: AN EMPIRICAL ANALYSIS OF THE EFFECT OF BAN-THE-BOX LEGISLATION ON THE EMPLOYMENT OUTCOMES OF PEOPLE OF COLOR WITH CRIMINAL RECORDS |
44 Fordham Urban Law Journal 1153 (August, 2017) |
Criminals, it turns out, are the one social group in America we have permission to hate. --Michelle Alexander C1-2Table of Contents Introduction. 1154 I. Why Are Governments Banning the Box?. 1157 A. Criminal Records in the Labor Market. 1157 II. The Negative Credential and Race. 1164 A. The Legal History That Gave Rise to the Need for States to... |
2017 |
| Ryan J. Blackney |
EXECUTIVE ORDERS, TITLE VII & LGBT EMPLOYEES: MAKING THE CASE FOR FURTHER UNILATERAL ACTION |
51 University of San Francisco Law Review 313 (2017) |
Executive orders are a historically rich phenomenon and extend as far back as George Washington. While executive orders are not expressly enumerated under the Constitution, the chief executive has traditionally relied on them for a variety of purposes. Since 1789, American presidents have used executive orders in some form to implement foreign... |
2017 |
| Harvey L. Fiser , Patrick D. Hopkins |
GETTING INSIDE THE EMPLOYEE'S HEAD: NEUROSCIENCE, NEGLIGENT EMPLOYMENT LIABILITY, AND THE PUSH AND PULL FOR NEW TECHNOLOGY |
23 Boston University Journal of Science and Technology Law 44 (Winter, 2017) |
Two months ago, Jack was hired by ThreeSheets Brewery, Inc. as a driver. His job was to load, transport, and unload beer from a central production and distribution center to numerous restaurants, convenience stores, and bars within a 200-mile area--a job where he would be constantly exposed to alcohol and often encouraged to try new flavors. He had... |
2017 |
| Camille A. Olson, Gina R. Merrill, Kaitlyn F. Whiteside, Needhy Shah |
IMPLICIT BIAS THEORY IN EMPLOYMENT LITIGATION |
63 Practical Lawyer 37 (October 1, 2017) |
The term implicit bias is commonly used to refer to ingrained beliefs, whether positive or negative, about other individuals or groups that are triggered automatically. These beliefs are not conscious thoughts but rather represent reflexive reactions at the unconscious level. The developers of the theory, social psychologists Anthony Greenwald... |
2017 |
| David L. Hudson Jr. |
PUBLIC EMPLOYEES, PRIVATE SPEECH |
103-MAY ABA Journal 48 (May, 2017) |
High-profile controversies over police shootings, questionable promotions, racial profiling, attacks on law enforcement and race-based incidents have led to an increase in public employees being disciplined for publicly posting commentary deemed offensive or incendiary. Public employees have been suspended for all manner of speech--supporting the... |
2017 |
| David McElhattan , Laura Beth Nielsen , Jill D. Weinberg |
RACE AND DETERMINATIONS OF DISCRIMINATION: VIGILANCE, CYNICISM, SKEPTICISM, AND ATTITUDES ABOUT LEGAL MOBILIZATION IN EMPLOYMENT CIVIL RIGHTS |
51 Law and Society Review 669 (September, 2017) |
What factors affect whether ordinary citizens believe that workplace decisions involving African-American employees rise to the level of discrimination? When do observers believe targets of possible race discrimination should consider mobilizing the law? We use a factorial design vignette study administered to a nationally representative sample of... |
2017 |
| Elaine Luthens |
RACIAL DISCRIMINATION OR VALID BUSINESS JUDGMENTS?: EMPLOYMENT DISCRIMINATION AND THE BUSINESS JUDGMENT RULE |
20 Journal of Gender, Race and Justice 381 (Spring, 2017) |
I. Introduction. 381 II. Background. 382 A. Employment Discrimination Statutes. 382 1. Title VII of the Civil Rights Act of 1964. 383 2. The Equal Pay Act. 383 3. The Americans with Disabilities Act. 384 4. The Age Discrimination in Employment Act. 384 5. State Statutes. 385 B. The McDonnell Douglas Burden-Shifting Scheme. 385 C. The Business... |
2017 |
| Katherine E. Leung |
RACIAL IDENTITY PERFORMANCE AND EMPLOYMENT DISCRIMINATION LAW |
24 Virginia Journal of Social Policy and the Law 57 (Winter, 2017) |
Introduction. 58 I. Framing Racial Identity Performance Protection. 59 A. Critical Framework. 59 B. The Development of Modern Disparate Impact Theory. 61 II. History of Identity Performance Protections Under Title VII. 63 A. The Evolution of Sex Discrimination Under Title VII. 63 B. Protecting Religious Identity Performance. 66 Before and After... |
2017 |
| Matthew W. Green Jr. |
SAME-SEX SEX AND IMMUTABLE TRAITS: WHY OBERGEFELL v. HODGES CLEARS A PATH TO PROTECTING GAY AND LESBIAN EMPLOYEES FROM WORKPLACE DISCRIMINATION UNDER TITLE VII |
20 Journal of Gender, Race and Justice 1 (February, 2017) |
The plaintiffs also state that, by treating their marriages as if they did not exist, the state . encourages private citizens to deny their marriages and exposes them to discrimination in their daily lives. I. Introduction. 2 II. Same-Sex Sex and Immutable Traits. 7 A. Lawrence, Obergefell, and Same-Sex Sex. 8 1. Due Process and Fundamental Rights.... |
2017 |
| Randall John Bunnell |
SUMMARY JUDGMENT PRINCIPLES IN LIGHT OF TOLAN v. COTTON: EMPLOYMENT DISCRIMINATION IMPLICATIONS IN THE FIFTH CIRCUIT |
63 Loyola Law Review 77 (Spring, 2017) |
INTRODUCTION. 77 I. THE FRAMEWORK AND ITS ARENA. 79 A. The Framework. 80 1. The Establishment of the McDonnell Douglas Framework. 80 2. Proving Pretext. 82 3. Variations on a Theme: Views of Pretext. 84 4. The Fifth Circuit Post-Reeves. 87 B. The Arena. 89 1. A Brief History of Summary Judgment. 89 2. The Summary Judgment Trilogy. 90 3. Recent... |
2017 |
| Matthew T. Bodie |
THE BEST WAY OUT IS ALWAYS THROUGH: CHANGING THE EMPLOYMENT AT-WILL DEFAULT RULE TO PROTECT PERSONAL AUTONOMY |
2017 University of Illinois Law Review 223 (2017) |
Employment at-will is the default rule of termination for the vast majority of American employment relationships. The rule creates a presumption--a strong one--that the contract for employment allows either party to terminate the contract at any point in time. Since its inception, this bright-line rule has given way to carefully curated exceptions,... |
2017 |
| Benjamin D. Geffen |
THE COLLATERAL CONSEQUENCES OF ACQUITTAL: EMPLOYMENT DISCRIMINATION ON THE BASIS OF ARRESTS WITHOUT CONVICTIONS |
20 University of Pennsylvania Journal of Law and Social Change 81 (2017) |
Lawmakers, advocates, and scholars have trained a great deal of attention on the collateral consequences of criminal convictions, particularly the effects of conviction on employment. This article focuses on an overlooked problem: employers' widespread use of non-convictions, including acquittals, to reject job applicants or fire employees. Using... |
2017 |
| Alexander M. Nourafshan |
THE NEW EMPLOYMENT DISCRIMINATION: INTRA-LGBT INTERSECTIONAL INVISIBILITY AND THE MARGINALIZATION OF MINORITY SUBCLASSES IN ANTIDISCRIMINATION LAW |
24 Duke Journal of Gender Law & Policy 107 (Spring, 2017) |
I. Introduction. 108 II. The Roots of Intersectional Invisibility. 111 A. The Single-Axis Framework in Employment Discrimination Law. 111 B. Judicial Responses to Intersectional Claims. 115 III. LGBT Intersectionality. 120 A. LGBT Workplace Discrimination. 122 B. The Precariousness of Intersectional LGBT Claims. 126 C. Intra-LGBT Intersectionality.... |
2017 |
| Deborah L. Brake |
THE SHIFTING SANDS OF EMPLOYMENT DISCRIMINATION: FROM UNJUSTIFIED IMPACT TO DISPARATE TREATMENT IN PREGNANCY AND PAY |
105 Georgetown Law Journal 559 (March, 2017) |
C1-3Table of Contents L1-2Introduction . L3560 I. A Brief Overview of Employment Discrimination Law: The Tyranny of the Proof Frameworks and the Judiciary's Narrow View of Discriminatory Intent. 563 A. TRACING THE IMPACT AND TREATMENT DIVIDE AND THEIR SEPARATE PROOF FRAMEWORKS. 564 B. THE MEANING OF DISCRIMINATORY INTENT: WHAT COURTS HAVE IN MIND.... |
2017 |
| Maurice Wexler |
THE SURVIVAL OF THE INTENTIONALITY DOCTRINE IN EMPLOYMENT LAW: TO BE OR NOT TO BE? |
47 University of Memphis Law Review 699 (Spring, 2017) |
I. Introduction. 700 II. Challenging the Intentionality Doctrine. 701 II. The Long and Short of Implicit Bias. 704 III. Old Fashioned Stereotyping and the Intentionality Doctrine: Their Genesis and Survival. 705 A. One Hundred Fifty Years and Then Some of Explicit Racial Discrimination and Stereotyping and the Intentionality Doctrine. 706 1. Racial... |
2017 |
| Todd R. Wulffson, Emily K. Borman |
THE WAGE EQUALITY ACT OF 2016: PROMOTING EQUITY OR STUNTING EMPLOYMENT? |
59-FEB Orange County Lawyer 32 (February, 2017) |
Celebrated during the month of February, National African American History Month honors the contributions of African Americans to United States history, and recognizes the continuing struggle of many courageous individuals for fair and equal rights. The call for equality is not limited to African Americans, but encompasses the sacrifice's and... |
2017 |
| Nina Kucharczyk |
THINKING OUTSIDE THE BOX: REFORMING EMPLOYMENT DISCRIMINATION DOCTRINE TO COMBAT THE NEGATIVE CONSEQUENCES OF BAN-THE-BOX LEGISLATION |
85 Fordham Law Review 2803 (May, 2017) |
As part of the larger movement to reform the criminal justice system, legislation has recently been implemented to expand job opportunities for formerly incarcerated individuals as they exit the system. Specifically, ban-the-box laws were passed to reduce widespread employment discrimination that formerly incarcerated individuals encounter by... |
2017 |
| Sarah Khanghahi |
THIRTY YEARS AFTER AL-KHAZRAJI: REVISITING EMPLOYMENT DISCRIMINATION UNDER SECTION 1981 |
64 UCLA Law Review 794 (March, 2017) |
Many scholars have written about the racialization process experienced by people of Southwest Asia and North African (SWANA) descent, emphasizing the increased discrimination experienced by those perceived as Middle Eastern or SWANA. There is very little scholarship, however, concentrating specifically on employment discrimination faced by those of... |
2017 |
| Susan D. Carle |
ANGRY EMPLOYEES: REVISITING INSUBORDINATION IN TITLE VII CASES |
10 Harvard Law & Policy Review 185 (Winter, 2016) |
To read federal case law decided under Title VII of the Civil Rights Act of 1964 --the provision that prohibits employment discrimination on the basis of race, sex, and other characteristics--is to be struck by the continuing racial and sexual hostility in U.S. workplaces today, and also at courts' too frequent unwillingness to address it. Courts... |
2016 |
| Shane O'Halloran |
DOES TITLE VII WORK FOR TEMPS? FAUSH v. TUESDAY MORNING RECONSIDERS THE EMPLOYMENT RELATIONSHIP |
61 Villanova Law Review 653 (2016) |
And you have all these people say, When are you going to get a real job? I mean, you're going through all the motions of a real job. I mean, you're showing up at a place between eight and five. And technically, you're probably doing as much as anyone else who works there full-time. You know? But you're just sort of this ghost. Matthew Faush was... |
2016 |
| Nicholas Larkin |
EMPLOYMENT DISCRIMINATION: HAVE THE FEDERAL COURTS REACHED A CONSENSUS ON HOW TO INTERPRET TITLE VII CLAIMS ALLEGED BY PLAINTIFFS WHO IDENTIFY AS LESBIAN, GAY, BISEXUAL, OR TRANSGENDER? |
6 American University Labor & Employment Law Forum 1 (2016) |
Discrimination, especially when it occurs in the workplace, is a controversial and complicated subject that society has struggled to overcome for many years. When workplace discrimination is directed towards those who identify as Lesbian, Gay, Bisexual, or Transgender (LGBT), employment discrimination becomes even more complex. Employment... |
2016 |
| Elizabeth P. Weissert |
GET OUT OF JAIL FREE? PREVENTING EMPLOYMENT DISCRIMINATION AGAINST PEOPLE WITH CRIMINAL RECORDS USING BAN THE BOX LAWS |
164 University of Pennsylvania Law Review 1529 (May, 2016) |
Introduction. 1530 I. The Problem of Discrimination Against People with Criminal Records in Hiring. 1533 A. The Prevalence and Negative Impacts of Employment Discrimination Against People with Criminal Records. 1533 B. Employers' Motivations for Refusing to Hire Job Applicants with Criminal Records. 1536 II. The Limitations of the Current Legal... |
2016 |
| Leora F. Eisenstadt , Jeffrey R. Boles |
INTENT AND LIABILITY IN EMPLOYMENT DISCRIMINATION |
53 American Business Law Journal 607 (Winter 2016) |
In March 2015, The New Yorker brought a question typically debated by legal scholars firmly into the public consciousness when it published the article, The Ellen Pao Trial: What Do We Mean by Discrimination? The article was prompted by an employment discrimination case brought by Ellen Pao, a former junior partner at the Silicon Valley-based... |
2016 |
| Shayak Sarkar |
INTIMATE EMPLOYMENT |
39 Harvard Journal of Law & Gender 429 (Summer, 2016) |
Intimate employees work to facilitate, maintain, and protect our private bodies, moments, and spaces. Amidst such interdependencies, how do we legally balance the interests of employers, including parents and those with physical disabilities, with those of their intimate employees? A national movement for domestic workers' rights unsettles a status... |
2016 |
| W. Jonathan Martin II , F. Damon Kitchen , Gary R. Wheeler |
LABOR AND EMPLOYMENT LAW |
67 Mercer Law Review 955 (Summer 2016) |
This Article surveys the United States Court of Appeals for the Eleventh Circuit precedent from January 1, 2015 to December 31, 2015. The following is a discussion of those opinions. The United States Supreme Court issued three decisions affecting employment law this survey period. First, in Young v. United Parcel Service, Inc., a divided Supreme... |
2016 |
| Lawrence D. Rosenthal |
NO GOOD DEED GOES UNPUNISHED: THE LACK OF PROTECTION FOR VOLUNTEERS UNDER FEDERAL ANTI-DISCRIMINATION STATUTES |
2016 Brigham Young University Law Review 117 (2016) |
One issue that often arises in cases involving Title VII of the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA) is whether a particular individual is an employee. There are many reasons why this issue is important. First, only employees can sue under these... |
2016 |