| Author | Title | Citation | Summary | Year |
| Katherine R. Morelli |
A MISGUIDED REVERSAL: WHY THE OKLAHOMA SUPREME COURT SHOULD NOT HAVE INTERPRETED SAINT V. DATA EXCHANGE, INC. TO PROVIDE A BURK TORT CAUSE OF ACTION TO PLAINTIFFS ALLEGING AGE DISCRIMINATION IN EMPLOYMENT |
62 Oklahoma Law Review 329 (Winter, 2010) |
Terminable at-will employment theoretically benefits both the employer and employee for a number of reasons, but principally because each party has an equal right to end the employment relationship whenever he or she desires without facing any legal consequences. Society also benefits from such an employment arrangement by avoiding the litigation... |
2010 |
| Michael Subit |
A PLAINTIFFS' EMPLOYMENT LAWYER'S PERSPECTIVE ON RICCI v. DESTEFANO |
25 ABA Journal of Labor & Employment Law 199 (Winter, 2010) |
Editors' Note: This Article is a further discussion of Ricci v. DeStefano, one of the closely decided employment cases from the 2008-2009 Term of the United States Supreme Court that was analyzed earlier in this issue by Kenneth G. Dau-Schmidt and Todd Dvorak. Strictly speaking, Ricci v. DeStefano is a victory for employees. The plaintiffs won... |
2010 |
| Katlin L. Connelly |
ACTIONS ON THE BASIS OF RACE ARE IMPERMISSIBLE UNDER TITLE VII UNLESS THE EMPLOYER CAN SHOW A STRONG BASIS IN EVIDENCE THAT IF ACTION WAS NOT TAKEN, THE EMPLOYER WOULD BE HELD LIABLE UNDER THE DISPARATE-IMPACT STATUTE: RICCI v. DESTEFANO |
48 Duquesne Law Review 673 (Summer, 2010) |
Civil Rights--Title VII--Disparate-Impact--Disparate-Treatment--The United States Supreme Court held that race based actions that would otherwise amount to disparate treatment discrimination are impermissible under Title VII, unless the employer can demonstrate a strong-basis-in-evidence that, if the employer did not take the action, liability... |
2010 |
| David R. Mellon , Shareholder, Sirote & Permutt PC |
ANALYZING AND RESPONDING TO THE IMPACT OF NEW EMPLOYMENT REGULATIONS AND DECISIONS |
2010 Aspatore 3253663 (August, 2010) |
The following are recent employment law cases worthy of note. The year 2009 had some truly landmark cases come from the U.S. Supreme Court. For example, Ricci, v. DeStefano, 129 S. Ct. 2658 (2009); 14 Penn Plaza LLC v. Pyett, 129 S. Ct. 1456 (2009); Gross v. FBL Fin.Servs. Inc., 129 S. Ct. 2343 (2009); Crawford v. Metro. Gov't of Nashville &... |
2010 |
| Yongdan Li |
APPLYING THE DOCTRINE OF UNCONSCIONABILITY TO EMPLOYMENT ARBITRATION AGREEMENTS, WITH EMPHASIS ON CLASS ACTION/ARBITRATION WAIVERS |
31 Whittier Law Review 665 (Summer 2010) |
As a response to developments in employment law that favored employees in court, and the cost of employment litigation, many employers have imposed mandatory arbitration on employees. Arbitration agreements between employers and employees are usually mandatory in that employees, in order to be hired, must agree to arbitrate the types of legal... |
2010 |
| David B. Oppenheimer |
CALIFORNIA'S ANTI-DISCRIMINATION LEGISLATION, PROPOSITION 14, AND THE CONSTITUTIONAL PROTECTION OF MINORITY RIGHTS: THE FIFTIETH ANNIVERSARY OF THE CALIFORNIA FAIR EMPLOYMENT AND HOUSING ACT |
40 Golden Gate University Law Review 117 (Winter 2010) |
Fifty years ago, in 1959, the State of California outlawed racial discrimination in employment. But it took the California Legislature four more years to prohibit racial discrimination in private housing, and the immediate response was a successful campaign by the real-estate industry to repeal the law through a voter initiative. This essay tells... |
2010 |
| Nicholas M. Strohmayer |
DRAWING THE LINE: NISWANDER'S BALANCE BETWEEN EMPLOYER CONFIDENTIALITY INTERESTS AND EMPLOYEE TITLE VII ANTI-RETALIATION RIGHTS |
95 Iowa Law Review 1037 (March, 2010) |
Employer confidentiality policies involve an employee's promise not to share information deemed confidential by an employer. Breaching these confidentiality promises involves serious consequences, including discharge. In certain circumstances, employees may breach the confidentiality policy for legitimate reasons. In Niswander v.... |
2010 |
| Harry G. Hutchison |
EMPLOYEE FREE CHOICE OR EMPLOYEE FORGED CHOICE? RACE IN THE MIRROR OF EXCLUSIONARY HIERARCHY |
15 Michigan Journal of Race and Law 369 (Spring 2010) |
The Employee Free Choice Act (EFCA) is arguably the most transformative piece of labor legislation to come before Congress since the enactment of the National Labor Relations Act of 1935 (NLRA). Putting the potential impact of the EFCA in historical perspective, one commentator contends that the NLRA marked the culmination of a systematic effort of... |
2010 |
| Tanya Katerí Hernández |
EMPLOYMENT DISCRIMINATION IN THE ETHNICALLY DIVERSE WORKPLACE |
49 Judges' Journal 33 (Fall, 2010) |
Racial integration has long been the touchstone of racial progress in the workplace. But integration is only the beginning of the struggle to end racial discrimination. As workplaces become more diverse, they do not necessarily become less racially discriminatory. Diverse workplaces may be characterized by antagonism between people of different... |
2010 |
| Alicia Luke |
EMPLOYMENT DISCRIMINATION LITIGATION: SOCIAL SCIENCE EVIDENCE AND A SOLUTION FOR THE PROBLEM OF PRESUMPTIONS |
29 Temple Journal of Science, Technology & Environmental Law 75 (Spring 2010) |
The presumptions underlying employment discrimination claims have undergone an immense shift since the Civil Rights Act (Title VII) of 1964 was first enacted. Title VII made it illegal for an employer to make hiring, termination, or other employment decisions such as wages or promotions, based on an employee's race, color, religion, sex, or... |
2010 |
| Maria Fleisher |
EMPLOYMENT LAW--TITLE VII--FIRE DEPARTMENT MUST ENFORCE TEST RESULTS THAT OPERATED TO EXCLUDE MOST MINORITIES FROM GETTING PROMOTIONS. RICCI v. DESTEFANO, 129 S. CT. 2658 (2009) |
40 Cumberland Law Review 301 (2009-2010) |
The Supreme Court addressed reverse discrimination and Tide VII of the Civil Rights Act of 1964 in Ricci v. DeStefano. In Ricci, the petitioner, Frank Ricci, and several other firefighters from the New Haven, Connecticut Fire Department, brought suit against the City of New Haven (the City) and several city officials after the City chose to discard... |
2010 |
| Stacy A. Hickox |
ENSURING ENFORCEABILITY AND FAIRNESS IN THE ARBITRATION OF EMPLOYMENT DISPUTES |
16 Widener Law Review 101 (2010) |
Private arbitration of employment law claims has become common in recent years. The United States Supreme Court has shown a strong preference for requiring that an employee pursue an employment claim through an arbitration program rather than seeking to enforce her rights in court. At the same time, legislation has been introduced to try to protect... |
2010 |
| Darcy M. Pottle |
FEDERAL EMPLOYER SANCTIONS AS IMMIGRATION FEDERALISM |
16 Michigan Journal of Race and Law 99 (Fall 2010) |
Introduction. 990 I. IRCA's Employer Sanctions: From Punishment to Decentralization of Power. 105 A. A Brief History of IRCA's Employer Sanctions. 105 B. Employers as Private Immigration Screeners. 112 1. The I-9 Process. 114 2. E-Verify: An Attempt to Salvage Work Authorization Verification. 116 II. Federal Exclusivity in Immigration Enforcement.... |
2010 |
| Brian S. Clarke |
GROSSLY RESTRICTED PLEADING: TWOMBLY/IQBAL, GROSS, AND CANNIBALISTIC FACTS IN COMPOUND EMPLOYMENT DISCRIMINATION CLAIMS |
2010 Utah Law Review 1101 (2010) |
Over its last three terms, the United States Supreme Court has drastically altered the pleading standards for civil actions. Beginning in Bell Atlantic Corp. v. Twombly, and concluding with Ashcroft v. Iqbal, the Court redefined the requirements of notice pleading under Federal Rule of Civil Procedure 8(a)(2) and the standard of review on motions... |
2010 |
| Dan L. Schaap, Kelln A. Zimmer, Alicia Q. Currin-Moore, Edward D. Dowdy |
LABOR AND EMPLOYMENT |
42 Texas Tech Law Review 781 (Spring, 2010) |
This Article will address the Fifth Circuit's decisions from June 1, 2008 to June 30, 2009 involving civil rights and anti-discrimination statutes; federal disability, age, and benefit legislation; federal wage, hour, and benefit laws; and labor relations. The Article only covers published decisions, and while it attempts to thoroughly review labor... |
2010 |
| Janet Ainsworth |
LANGUAGE, POWER, AND IDENTITY IN THE WORKPLACE: ENFORCEMENT OF 'ENGLISH-ONLY' RULES BY EMPLOYERS |
9 Seattle Journal for Social Justice 233 (Fall/Winter, 2010) |
In recent years, the American workplace has mirrored American society in its increasing ethnic diversity. Employers have responded to this diversity in the workforce in various ways, sometimes embracing it as a valuable resource for entrepreneurial success in the modern world, but other times seeking to suppress it in favor of maintaining a... |
2010 |
| Ariana R. Levinson |
LEGAL ETHICS IN THE EMPLOYMENT LAW CONTEXT: WHO IS THE CLIENT? |
37 Northern Kentucky Law Review 1 (2010) |
The question is: Who is the client? Many ethical decisions attorneys must make emanate from this basic question. Thus, for those employment lawyers who represent, interact with, or sue unions or corporations, it is important to understand who the client is for different purposes such as representation, the attorney-client privilege, and ex parte... |
2010 |
| Patrick S. Shin |
LIABILITY FOR UNCONSCIOUS DISCRIMINATION? A THOUGHT EXPERIMENT IN THE THEORY OF EMPLOYMENT DISCRIMINATION LAW |
62 Hastings Law Journal 67 (November, 2010) |
Recent scholarship in employment discrimination law has wrestled with the problem of unconscious bias and its implications for antidiscrimination law. This Article addresses what some might regard as a naïve question: Should actions influenced by unconscious bias be regarded as discrimination under Title VII? The question might be considered naïve... |
2010 |
| Jennifer Dianne Thomas |
MANDATORY WELLNESS PROGRAMS: A PLAN TO REDUCE HEALTH CARE COSTS OR A SUBTERFUGE TO DISCRIMINATE AGAINST OVERWEIGHT EMPLOYEES? |
53 Howard Law Journal 513 (Winter 2010) |
In many ways, social conditioning in American society silently encourages a palpable level of disdain for overweight individuals. Overweight members of our society face discrimination that is open, obvious, and wonted. In the workplace, overweight yet equally qualified applicants are: less likely to be hired; [p]erceived as unfit for jobs... |
2010 |
| Emily J. Carson |
OFF THE RECORD: WHY THE EEOC SHOULD CHANGE ITS GUIDELINES REGARDING EMPLOYERS' CONSIDERATION OF EMPLOYEES' CRIMINAL RECORDS DURING THE HIRING PROCESS |
36 Journal of Corporation Law 221 (Fall 2010) |
I. Introduction. 222 II. Background. 222 A. The Use of Criminal Records During the Hiring Process Has a Disparate Impact on Minority Applicants. 223 B. The EEOC's Origins and Authority Regarding Title VII. 224 C. The EEOC's Current Guidelines Regarding Employers' Use of Criminal Records During the Hiring Process. 226 III. Analysis. 227 A. The... |
2010 |
| Katerina Linos |
PATH DEPENDENCE IN DISCRIMINATION LAW: EMPLOYMENT CASES IN THE UNITED STATES AND THE EUROPEAN UNION |
35 Yale Journal of International Law 115 (Winter 2010) |
I. Introduction. 116 II. Theoretical Framework. 120 A. Path Dependence in Markets, Legislatures, and Courts. 122 B. Examining Path-Dependent Processes Empirically. 124 C. EU and U.S. Doctrine in Context. 126 1. Citizens' Attitudes Toward Minority Groups. 127 2. Courts in the United States and the European Union. 129 3. Other Differences. 131 III.... |
2010 |
| Roberto Concepción, Jr. |
PRE-EMPLOYMENT CREDIT CHECKS: EFFECTUATING DISPARATE IMPACT ON RACIAL MINORITIES UNDER THE GUISE OF JOB-RELATEDNESS AND BUSINESS NECESSITY |
12 Scholar: St. Mary's Law Review on Minority Issues (Spring 2010) |
I. Introduction. 524 II. The Fair Credit Reporting Act: The Backdrop of a Discriminatory Employment Practice. 527 III. Effectuating Disparate Impact Under the Guise of Job-Relatedness and Business Necessity. 529 A. Disparate Impact of Pre-Employment Credit Checks on Racial Minorities. 530 B. Pre-Employment Credit Checks Are Neither Job-Related nor... |
2010 |
| Elise M. Bloom , Partner and Co-Chair, Labor & Employment Law Department, Proskauer Rose LLP |
RESPONDING TO KEY CHANGES IN EMPLOYMENT LAW |
2010 Aspatore 282922 (January, 2010) |
The Supreme Court was asked to render decisions in several notable employment law cases in 2009, including: Locke v. Karass, 129 S. Ct. 798 (2009): Whether union requirements that non-member employees pay a service fee through a pooling arrangement, which is used to fund litigation that may not specifically be for the benefit of those nonmembers,... |
2010 |
| Kenneth G. Dau-Schmidt , Todd Dvorak |
REVIEW OF LABOR AND EMPLOYMENT DECISIONS FROM THE UNITED STATES SUPREME COURT'S 2008-2009 TERM |
25 ABA Journal of Labor & Employment Law 107 (Winter, 2010) |
In its most recently completed Term, the United States Supreme Court decided eight labor and employment law cases of some consequence. The decided cases covered a broad array of labor and employment subjects, including: the Employee Retirement Income Security Act (ERISA), Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination... |
2010 |
| Katie R. Kormanyos |
RICCI V. DESTEFANO: HOW THE SUPREME COURT MUDDLED EMPLOYMENT DISCRIMINATION LAW AND DOOMED EMPLOYERS TO COSTLY LITIGATION |
41 University of Toledo Law Review 975 (Summer 2010) |
IN June 2009, the United States Supreme Court created headlines nationwide when it handed down a decision favoring white firefighters who had brought a Title VII race discrimination action against the city of New Haven, Connecticut. The Court's decision was widely anticipated. Writing for the majority, Justice Anthony Kennedy claimed that the... |
2010 |
| Thomas J. Davis, Arizona State University |
ROBERT SAMUEL SMITH, RACE, LABOR, & CIVIL RIGHTS: GRIGGS versus DUKE POWER AND THE STRUGGLE FOR EQUAL EMPLOYMENT OPPORTUNITY, BATON ROUGE: LOUISIANA STATE UNIVERSITY PRESS, 2008. PP. X + 234. $37.50 (ISBN 978-0-8071-3363-7) |
28 Law and History Review 293 (February, 2010) |
Jobs have been crucial to freedom in modern societies based on producing and acquiring property. The famed August 1963 March on Washington for Jobs and Freedom in its title emphasized the crucial connection in the United States. Exploitation and exclusion of black labor, reaching back to slavery and advancing through Jim Crow segregation and... |
2010 |
| Angela Onwuachi-Willig |
TEACHING EMPLOYMENT DISCRIMINATION |
54 Saint Louis University Law Journal 755 (Spring 2010) |
Teaching civil rights to this generation's law students can come with its own unique challenges. For many of these students, civil rights struggles are a phenomenon of the past. Title VII of the Civil Rights Act of 1964 and sections 4 and 5 of the Voting Rights Act of 1965 had been in existence for twenty years when much of this generation of... |
2010 |
| Elizabeth M. Schneider |
THE CHANGING SHAPE OF FEDERAL CIVIL PRETRIAL PRACTICE: THE DISPARATE IMPACT ON CIVIL RIGHTS AND EMPLOYMENT DISCRIMINATION CASES |
158 University of Pennsylvania Law Review 517 (January, 2010) |
Introduction. 518 I. The Changing Nature of Civil Pretrial Practice in the Federal Courts. 523 A. Pleading. 527 B. Summary Judgment, Iqbal, and Scott. 537 C. Daubert. 551 II. Implications for Federal Civil Litigation. 556 III. Why Is This Happening?. 562 IV. Correcting the Impact. 569 |
2010 |
| Jillian T. Weiss |
THE FIRST AMENDMENT RIGHT TO FREE EXERCISE OF RELIGION, NONDISCRIMINATION STATUTES BASED ON SEXUAL ORIENTATION AND GENDER IDENTITY, AND THE FREE EXERCISE CLAIMS OF NON-CHURCH-RELATED EMPLOYERS |
12 Florida Coastal Law Review 15 (Fall 2010) |
In a number of recent political issue campaigns regarding the enactment of employment protections law based on sexual orientation and gender identity, opponents of such laws have often raised concerns about the infringement on the religious freedoms of business owners. While there are often legislative exemptions for churches and other religious... |
2010 |
| Mary-Rose Papandrea |
THE FREE SPEECH RIGHTS OF OFF-DUTY GOVERNMENT EMPLOYEES |
2010 Brigham Young University Law Review 2117 (2010) |
Until recently, Andrew Shirvell was an assistant attorney general in Michigan. This past fall, he created a blog attacking the openly gay president of the University of Michigan student body as a racist and liar who was promoting a radical homosexual agenda. Initially, Michigan Attorney General Michael Cox--Shirvell's boss--condemned... |
2010 |