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When Both Apply, Does Title Vii Displace Title Ix In Employee-On-Employee Sexual Harassment Cases?, Ryan Butler
When Both Apply, Does Title Vii Displace Title Ix In Employee-On-Employee Sexual Harassment Cases?, Ryan Butler
SLU Law Journal Online
Ryan Butler explores the possibility of an employee-on-employee sexual harassment circuit split, causing some employees to have a remedy under only Title VII, while others may have remedies under both Title VII and Title IX.
Effects Of Senate Bill 4 On Wage-Theft: Why All Workers Are At Risk In Low-Income Occupations, Daniella Salas-Chacon
Effects Of Senate Bill 4 On Wage-Theft: Why All Workers Are At Risk In Low-Income Occupations, Daniella Salas-Chacon
The Scholar: St. Mary's Law Review on Race and Social Justice
Abstract forthcoming
Rwu First Amendment Blog: Dean Yelnosky's Blog: Ruling Could Destroy Labor Unions As We Know Them 2-26-2018, Michael J. Yelnosky
Rwu First Amendment Blog: Dean Yelnosky's Blog: Ruling Could Destroy Labor Unions As We Know Them 2-26-2018, Michael J. Yelnosky
Law School Blogs
No abstract provided.
Gender And The Tournament: Reinventing Antidiscrimination Law In An Age Of Inequality, Naomi Cahn, June Carbone, Nancy Levit
Gender And The Tournament: Reinventing Antidiscrimination Law In An Age Of Inequality, Naomi Cahn, June Carbone, Nancy Levit
Faculty Works
Since the 1970’s, antidiscrimination advocates have approached Title VII as though the impact of the law on minorities and women could be considered in isolation. This article argues that this is a mistake. Instead, Reinventing Antidiscrimination Law attempts to reclaim Title VII’s original approach, which justified efforts to dismantle segregated workplaces as necessary to both eliminate discrimination and promote economic growth. Using that approach, this Article is the first to consider how widespread corporate tournaments and growing gender disparities in the upper echelons of the economy are intrinsically intertwined, and how they undermine the core promises of antidiscrimination law. The …
Can Female Academics Say "No" Both Professionally And Elegantly To Excessive Work Demand? Yes, But You Might Have To Call A Friend, Angela Mae Kupenda
Can Female Academics Say "No" Both Professionally And Elegantly To Excessive Work Demand? Yes, But You Might Have To Call A Friend, Angela Mae Kupenda
Journal Articles
Whether one’s academic supervisor is a White man or woman, or a person of color, the ability to say “no” to our supervisors is critical for one’s professional success and personal wellbeing. Some of us are incessantly asked to take on extra service, extra duties, to relieve someone else because they have “more important things” to do, and “just to do it” because it must be done and because we have that extra strength in our DNA, some seem to think.
"Because Of Sex", Jack B. Harrison
"Because Of Sex", Jack B. Harrison
Loyola of Los Angeles Law Review
Many Americans currently believe that federal law prohibits discrimination because of sexual orientation and gender identity in the workplace. While it is true that Title VII of the Civil Rights Act of 1964 (“Title VII”) prohibits employers from discriminating because of an employee’s race, color, religion, sex, or national origin, courts and legislators have historically been slow to extend these protections to LGBT workers. The result of this reluctance is that LGBT employees remain largely unprotected under an unpredictable patchwork of laws and policies, consisting of presidential executive orders, private employer initiatives, city and county ordinances, gubernatorial executive orders, and …
Gender Sidelining And The Problem Of Unactionable Discrimination, Jessica K. Fink
Gender Sidelining And The Problem Of Unactionable Discrimination, Jessica K. Fink
Faculty Scholarship
Gender dynamics suffuse virtually every workplace. Indeed, the way that employees interact with one another turns not only on their individual backgrounds, skills and personalities, but also frequently on their gender. While many employees embrace gender diversity at work and appreciate the benefits of incorporating both male and female perspectives into workplace programs and projects, this ideal does not translate into every work environment. In many workplaces, female workers continue to experience unfair (and often unlawful) treatment based upon their gender. The law has done much to outlaw overt gender discrimination at work, providing a legal framework within which female …