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"Bring Your Own Device" Policies Also Bring Complications In Workplace Sexual Harassment Lawsuits, Morgan Davenport
"Bring Your Own Device" Policies Also Bring Complications In Workplace Sexual Harassment Lawsuits, Morgan Davenport
Indiana Journal of Law and Social Equality
No abstract provided.
Examining Pay Differentials In The Legal Field, Barbara Donn, Christine Cahill, Meghan H. Mihal
Examining Pay Differentials In The Legal Field, Barbara Donn, Christine Cahill, Meghan H. Mihal
Indiana Journal of Law and Social Equality
This study investigates pay discrimination towards women in the legal field. Recent research has shown that a pay gap does exist in the legal field, and we show that this gap widens throughout the lawyers’ early careers. For our analysis, we focus on the pay differentials between associate level men and women at large private law firms in the United States. The data used in this study is provided by the American Bar Association and is a nationally representative data set following lawyers who began their legal career in 2000. We show that women earn less than their male counterparts …
Women's Employment Rights In China: Creating Harmony For Women In The Workplace, Jamie Burnett
Women's Employment Rights In China: Creating Harmony For Women In The Workplace, Jamie Burnett
Indiana Journal of Global Legal Studies
This Note explores the global problem of gender-based labor inequality as exemplified in China. China's historic and cultural framework, the efforts the Chinese government has made to coordinate with the global community on women's rights initiatives, and recent legislation passed at both national and local levels in China provide an interesting case study for countries facing gender inequality in the workplace. The items of legislation, though sometimes drafted using international treaties as a framework, contain unique provisions that provide protections for Chinese women that are not seen elsewhere in the world. Additionally, the Chinese government's current political goal of achieving …
Why Don't "Reasonable Women" Complain About Sexual Harassment?, L. Camille Hébert
Why Don't "Reasonable Women" Complain About Sexual Harassment?, L. Camille Hébert
Indiana Law Journal
No abstract provided.
Protecting The E-Marketplace Of Ideas By Protecting Employers: Immunity For Employers Under Section 230 Of The Communications Decency Act, Eric M.D. Zion
Protecting The E-Marketplace Of Ideas By Protecting Employers: Immunity For Employers Under Section 230 Of The Communications Decency Act, Eric M.D. Zion
Federal Communications Law Journal
While we credit employers that provide employees with free Internet access, such access comes at a price to the public because employers are one of the traditional defendents in defamation suits. Complicating matters, Congress enacted the Communications Decency Act. Its section 230 provides broad federal immunity for ISPs when defamatory material of a third party is published using their services. With the passage of section 230, Congress rendered employers immune for the same tort which they are so closely associated. Some argue that employers should not be capable of invoking the immunity because it would allow employers to defame with …
The Private Workplace And The Proposed “Notice Of Electronic Monitoring Act”: Is “Notice” Enough?, Nathan Watson
The Private Workplace And The Proposed “Notice Of Electronic Monitoring Act”: Is “Notice” Enough?, Nathan Watson
Federal Communications Law Journal
On July 20, 2000, an interesting mix of federal legislators proposed legislation that would affect monitoring of employee communications and computer usage in the workplace. Had it passed, NEMA would have required employers to notify their employees if they wished to conduct surveillance of their employees' electronic mail ("e-mail") or other electronic communications. Employer groups succeeded in convincing the Judiciary Committee to pull the bill from further consideration, citing a potential increase in litigation and more work for human resources professionals. This Note argues that NEMA should be adopted, since it would improve the current state of affairs relating to …
Business-Only E-Mail Policies In The Labor Organizing Context: It Is Time To Recognize Employee And Employer Rights, Allegra Kirsten Weiner
Business-Only E-Mail Policies In The Labor Organizing Context: It Is Time To Recognize Employee And Employer Rights, Allegra Kirsten Weiner
Federal Communications Law Journal
Cyberspace changed communication in the workplace. Now that employees are on employers' e-mail systems, union organizers can contact employees in the workplace, during working hours, without any of the obstacles that more traditional forms of union communication impose. Of course this new technologically-advanced labor organizing is ideal for the labor organizers, but it also interferes with the rights of employers. Which groups interests' prevail? Unfortunately there is no precedent. Normally, adherence to the National Labor Relations Board (NLRB) decisions is the answer but no case has come before the NLRB that solves this issue. Therefore, employers and employees are left …
Discrimination As Accident, Amy L. Wax
Response To Professor Wax: Discrimination As Accident: Old Whine, New Bottle, Michael Selmi
Response To Professor Wax: Discrimination As Accident: Old Whine, New Bottle, Michael Selmi
Indiana Law Journal
No abstract provided.