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Vol. 32, Nos. 3 & 4, Robert Bruno, Thomas F. Sonneborn Jul 2015

Vol. 32, Nos. 3 & 4, Robert Bruno, Thomas F. Sonneborn

The Illinois Public Employee Relations Report

The Changing Landscape and Future of Labor Relations: A View from Organization Labor, by Robert Bruno

Conducting Independent Research: Should an Arbitrator Look Beyond the Record for the Facts or the Laws?, by Thomas Sonneborn

Recent Developments

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Does Work Law Have A Future If The Labor Market Does Not?, Noah D. Zatz Jul 2015

Does Work Law Have A Future If The Labor Market Does Not?, Noah D. Zatz

Chicago-Kent Law Review

This Essay is based on the 37th Annual Kenneth M. Piper Lecture. It offers a new perspective on the much-discussed “future of work.” That discussion typically highlights changes within the labor market that undermine the employment relationship’s role as the bedrock for work regulation. But might something even deeper be afoot, namely the disintegration of “the labor market” itself? Several recent developments challenge the legal construction of employment as occurring wholly inside a distinctive, and distinctively economic, market sphere. This Essay considers Uber and the relationship between work and “sharing,” Hobby Lobby and the relationship between work and religion, the …

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Restrictive Covenants In Illinois: Adequate Consideration Problems Show That The Common Law Is An Inadequate Solution, David S. Repking Jun 2015

Restrictive Covenants In Illinois: Adequate Consideration Problems Show That The Common Law Is An Inadequate Solution, David S. Repking

Chicago-Kent Law Review

Illinois courts have long dealt with whether restrictive covenants, specifically non-compete clauses, can and should be enforced when they involve employees of businesses. Many aspects of restrictive covenants have been litigated, but a recent Illinois Appellate Court case analyzed the issue of what is adequate consideration in order to enforce a restrictive covenant against a former employee. The First District in Fifield v. Premier Dealer Services, Inc., affirmed a bright-line, two-year rule for deciding how long an employee must work for an employer before a re-strictive covenant can be enforced.

The two-year rule protects employees because an employer cannot …

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Vol. 32, No. 2, Stephen A. Yokich Apr 2015

Vol. 32, No. 2, Stephen A. Yokich

The Illinois Public Employee Relations Report

Let's Make a Deal (or Not): Does the General Assembly's Appropriations Power Limit the Governor's Ability to Engage in Meaningful Collective Bargaining, by Stephen A. Yokich

Recent Developments

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Vol. 32, No. 1, James C. Franczek, Laura E. Knittle, Patrick M. Depoy Jan 2015