Open Access. Powered by Scholars. Published by Universities.®
- Institution
-
- Georgetown University Law Center (15)
- Schulich School of Law, Dalhousie University (14)
- Columbia Law School (6)
- Chicago-Kent College of Law (5)
- University of Massachusetts Boston (5)
-
- University of Nevada, Las Vegas -- William S. Boyd School of Law (5)
- University at Buffalo School of Law (4)
- University of Colorado Law School (4)
- Maurer School of Law: Indiana University (3)
- UC Law SF (3)
- University of Connecticut (3)
- University of Florida Levin College of Law (3)
- University of Maryland Francis King Carey School of Law (3)
- University of Pennsylvania Carey Law School (3)
- Duke Law (2)
- The University of Maine (2)
- University of Baltimore Law (2)
- University of Denver (2)
- University of Georgia School of Law (2)
- University of Missouri School of Law (2)
- American University Washington College of Law (1)
- Barry University School of Law (1)
- Brooklyn Law School (1)
- Florida A&M University College of Law (1)
- Fordham Law School (1)
- Golden Gate University School of Law (1)
- Mississippi College School of Law (1)
- Saint Louis University School of Law (1)
- UIdaho Law (1)
- University of Arkansas at Little Rock William H. Bowen School of Law (1)
- Keyword
-
- Flexible work arrangements (15)
- Workplace flexibility (15)
- Family medical leave act (12)
- Employment (6)
- Employment discrimination (5)
-
- Labor Law (5)
- Definition (4)
- People with disabilities (4)
- Suspension (4)
- Data (3)
- Discrimination (3)
- Dismissal (3)
- Economics (3)
- Employment law (3)
- Inappropriate (3)
- Statistics (3)
- Title VII (3)
- Behaviour (2)
- Cash benefits (2)
- Consent Award (2)
- Corporate governance (2)
- Discharge (2)
- Discipline (2)
- Disparate impact (2)
- Employee (2)
- Employees (2)
- Employment Practice (2)
- Employment contracts (2)
- Episodic time off (2)
- Executive compensation (2)
- Publication
-
- Faculty Scholarship (17)
- Memos and Fact Sheets (15)
- Innis Christie Collection (14)
- All Faculty Scholarship (11)
- Scholarly Works (5)
-
- Publications (4)
- Articles (3)
- Articles by Maurer Faculty (3)
- Faculty Articles and Papers (3)
- Journal Articles (3)
- UF Law Faculty Publications (3)
- Book Reviews (2)
- Bureau of Labor Education (2)
- Faculty Publications (2)
- Nevada Supreme Court Summaries (2)
- Sturm College of Law: Faculty Scholarship (2)
- The Institute Brief Series, Institute for Community Inclusion (2)
- Court Briefs (1)
- Data Note Series, Institute for Community Inclusion (1)
- Faculty Articles and Other Publications (1)
- Faculty Works (1)
- International Collaborative on Social Europe (1)
- Journal Publications (1)
- Law Faculty Scholarship (1)
- MassWorks Series, Institute for Community Inclusion (1)
- Presentations (1)
- Tools for Inclusion Series, Institute for Community Inclusion (1)
- Women’s Employment Rights Clinic (1)
Articles 1 - 30 of 104
Full-Text Articles in Law
Presenter, “The Bca And The Ncaa: How Title Vii May Level The Playing Field In The Collegiate Coaching Ranks”, N. Jeremi Duru
Presenter, “The Bca And The Ncaa: How Title Vii May Level The Playing Field In The Collegiate Coaching Ranks”, N. Jeremi Duru
Presentations
In January 2007, only 5% of the 119 head coaches in Division I-A college football teams were minorities. This number is startling in light of the fact that in National Collegiate Athletic Association (NCAA) football teams 55% of the student-athletes are from minority groups. Even the president of the NCAA, Myles Brand, has stated that this organization has had a “dismal record of hiring people of color into head coaching positions, especially in the sport of football.” The disparity between the numbers of coaches and players has prompted an action brought by the Black Coaches & Administrators (BCA). The BCA …
Cep V Bell Aliant Regional Communications Llp, Innis Christie
Cep V Bell Aliant Regional Communications Llp, Innis Christie
Innis Christie Collection
This is a Union grievance regarding the scheduling of part-time employees and whether temporary student employees should be regarded as part-time for scheduling. The student's total annual work hours could be reduced under the Union's interpretation. The Employer does not include student employees as 'part-time' in the interpretation of the collective agreement.
Re Canada Post Corp And Cupw (Stone), Innis Christie
Re Canada Post Corp And Cupw (Stone), Innis Christie
Innis Christie Collection
The Grievor refused to work in what she considered an unsafe situation. After the Employer investigated she was ordered to return to work. Her refusal resulted in a two day suspension. The letter of suspension indicates that the Employer's decision was, in part, based on a similar suspension in her personal file, which is also being grieved. The Union claims the suspension was without just cause and wants the Employer to pay damages for what was lost as a result of the suspension and removal of all related documents in the personal file.
Re Canada Post Corp And Cupw (Morgan), Innis Christie
Re Canada Post Corp And Cupw (Morgan), Innis Christie
Innis Christie Collection
The Grievor was suspended with pay until a complaint by a co-worker could be investigated. The complaint dealt with a conversation regarding serial killers, which upset the co-worker and caused the Employer to be concerned about workplace safety. After the investigation the Grievor was placed on sick leave until she could provide medical proof that she was not a danger to her co-workers. The Union believes the Employer breached the collective agreement by imposing the suspension without just cause and, as remedy, wants the Employer to pay damages to compensate the Grievor for what was lost by the suspension, a …
Re Canada Post Corp And Cupw (Morgan), Innis Christie
Re Canada Post Corp And Cupw (Morgan), Innis Christie
Innis Christie Collection
The Grievor was suspended for inappropriate behaviour towards co-workers. The Union claims the three day suspension was without just, reasonable and sufficient cause and sought a remedy which would pay damages due to the suspension and removal of all related documents from the Grievor's personal file.
The grievance succeeds in part. Discipline was appropriate. There was nothing in the Grievor's personal record to support a three day suspension and one of the complaints warranted no discipline. The suspension is reduced to two days and the Grievor is to be compensated for losses resulting from the third day.
Re Canada Post Corp And Cupw (Morgan), Innis Christie
Re Canada Post Corp And Cupw (Morgan), Innis Christie
Innis Christie Collection
The Grievor was given a three day suspension (two waived, one served) for inappropriate behaviour and comments to both a co-worker and a supervisor. The Union claims the Employer breached the collective agreement by not following prescribed procedure and depending on hearsay evidence. As remedy the Union wanted the Employer to pay damages for what was lost due to the suspension and removal of all related documents from the Grievor's personal file.
Paying For The Sins Of Their Clients The Eeocs Position That Staffing Firms Can Be Liable When Their Clients Terminate An Assigned Employee For A Discriminatory Reason, Daniel P. O'Gorman
Paying For The Sins Of Their Clients The Eeocs Position That Staffing Firms Can Be Liable When Their Clients Terminate An Assigned Employee For A Discriminatory Reason, Daniel P. O'Gorman
Faculty Scholarship
No abstract provided.
Toward A Foundational Theory Of Workers' Rights: The Autonomous Dignified Worker, Anne M. Lofaso
Toward A Foundational Theory Of Workers' Rights: The Autonomous Dignified Worker, Anne M. Lofaso
Law Faculty Scholarship
No abstract provided.
Re Air Canada And Acpa (Thain), Innis Christie
Re Air Canada And Acpa (Thain), Innis Christie
Innis Christie Collection
The Grievor alleged that the Employer breached the Collective Agreement when it dismissed him after a criminal conviction. The parties requested a "bottom-line decision, without reasons".
This is a consent award. The Grievor is reinstated to employment effective immediately with a Leave of Absence status. The suspension, which occurred before the discharge, is rescinded. While on Leave of Absence the Grievor will not accrue pay or other compensation, but will retain his position on the seniority list. There will be a one year trial period. During this time a number of conditions must be addressed by the Grievor. Jurisdiction is …
Separating Contract And Promise, Aditi Bagchi
Separating Contract And Promise, Aditi Bagchi
All Faculty Scholarship
Contract has been conceptualized as a species of promise. Treating contractual promise as a kind of promise highlights certain important aspects of contracting, but it also obscures essential differences between legally binding and everyday, or what I will call “private,” promises. The moral character of a private promise depends on the fact that it is not only freely made but also freely kept. Most contractual promises are not intended to have and (by definition) do not have this voluntary character. A promisor essentially opts out of the private practice of promising when she assigns to a third party the authority …
Massworks: Quality Employment Services: Where Research And Practice Meet, Rick Kugler, Cindy Thomas
Massworks: Quality Employment Services: Where Research And Practice Meet, Rick Kugler, Cindy Thomas
MassWorks Series, Institute for Community Inclusion
Providing quality employment services to people with disabilities requires a substantial commitment of time, energy, and resources. Given this investment and our obligation to individuals with disabilities, we as providers must deliver the most effective services possible.
Data Note: National Day And Employment Service Trends In Mr/Dd Agencies, Jean E. Winsor, John Butterworth
Data Note: National Day And Employment Service Trends In Mr/Dd Agencies, Jean E. Winsor, John Butterworth
Data Note Series, Institute for Community Inclusion
In FY2004, 22% of individuals receiving day supports from state mental retardation or developmental disability (MR/DD) agencies participated in integrated employment while 56.5% of individuals were supported in facility-based settings. While the data demonstrate a continued decrease in the percent of people served in facility-based settings (from 60% in 1999 to 57% in 2004), it also suggests a slight decrease in the percent served in integrated employment (from 25.5% in 1999 to 22% in 2004).
Re Canada Post Corp And Cupw (Paris), Innis Christie
Re Canada Post Corp And Cupw (Paris), Innis Christie
Innis Christie Collection
This is a supplementary award. The parties could not agree on the interpretation of a consent award issued the day before this grievance. The issue being the length of time the Grievor was to remain free of illegal drug use. The Union said the 24 months mentioned in the award; the Employer said indefinitely. The counsel for the Employer also suggested that the Arbitrator did not have jurisdiction to decide the matter.
Re Canada Post Corp And Cupw (Paris), Innis Christie
Re Canada Post Corp And Cupw (Paris), Innis Christie
Innis Christie Collection
The Grievor had previously been reinstated to her position, with certain conditions. This grievance was submitted by the Union after the Grievor was again discharged for a positive drug test. The parties agreed to a consent award.
This is a consent award. A "last chance" reinstatement is ordered for the Grievor with numerous conditions, which include a treatment program. Jurisdiction is retained regarding any further alleged breach, but not to modify penalty.
Summary Of Manwill V. Clark County, 123 Nev. Adv. Op. No. 28, Erin Phillips
Summary Of Manwill V. Clark County, 123 Nev. Adv. Op. No. 28, Erin Phillips
Nevada Supreme Court Summaries
Appeal from district court order denying judicial review in an occupational disease case.
New Governance And Decentralisation In Employment Policy, Milena Buchs, Mariely Lopez-Santana
New Governance And Decentralisation In Employment Policy, Milena Buchs, Mariely Lopez-Santana
International Collaborative on Social Europe
When thinking about the traditional boundaries of the welfare state, particularly of labour and employment policies, we tend to place them within the boundaries of the nation-state. However, with contemporary processes of European economic integration and devolution of competences to sub-national entities, our understanding of the spatial configuration of the welfare state has been challenged. These developments are also partially related to 'new governance' patterns in social policy. The authors explore the 'downward' movement of employment and labour market policies (LMP) in Germany, the United Kingdom, and Italy and explore cross-national differences regarding the characteristics and degree of decentralisation. The …
Institute Brief: Increasing Placement Through Professional Networking, Allison Fleming, Diane Loud
Institute Brief: Increasing Placement Through Professional Networking, Allison Fleming, Diane Loud
The Institute Brief Series, Institute for Community Inclusion
The national percentage of people of working age with disabilities who are employed continues to hover around 37%, compared with 80% for their peers without disabilities. However, according to the Harris Poll (2004), 67% of people with disabilities who are not currently working would like to be. In the late 1990s, a Presidential Task Force began work on improving the employment rate for adults with disabilities, a national priority that was further supported by the New Freedom Initiative of 2001, creating a bipartisan effort. Despite these initiatives, the rate of employment for people with disabilities has not increased.
Introduction, Workplace Flexibility 2010, Georgetown University Law Center
Introduction, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
On December 1, 2006, the Department of Labor (“DOL”) issued a Request for Information (“RFI”) seeking public comments on the Family and Medical Leave Act (“FMLA”). The RFI was divided into three sections. Part I provided a summary and background of the FMLA, existing DOL regulations, legal challenges, and related issues. Part II described twelve specific topics about which the DOL sought comment.Part III discussed a 2000 Westat Report that estimated the number of employees and employers covered under the FMLA and the number of employees who used the FMLA. According to the DOL, over 15,000 comments were submitted in …
The Definition Of “Serious Health Condition”, Workplace Flexibility 2010, Georgetown University Law Center
The Definition Of “Serious Health Condition”, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the definition of "Serious health condition".
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Essential Functions, Workplace Flexibility 2010, Georgetown University Law Center
Essential Functions, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum contains a summary of questions asked in the DOL request for information about the implications of providing accommodations to employees with serious health conditions to enable them to perform their jobs with accommodations, rather than taking FLMA leave.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Light Duty, Workplace Flexibility 2010, Georgetown University Law Center
Light Duty, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about "Light Duty" work.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Different Types Of Fmla Leave, Workplace Flexibility 2010, Georgetown University Law Center
Different Types Of Fmla Leave, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the different types of FMLA leave.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Fmla Leave Determinations/Medical Certifications, Workplace Flexibility 2010, Georgetown University Law Center
Fmla Leave Determinations/Medical Certifications, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about FMLA leave determinations and medical certifications.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Definition Of A "Day", Workplace Flexibility 2010, Georgetown University Law Center
Definition Of A "Day", Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the definition of a "Day".
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Communications Between Employers And Their Employees, Workplace Flexibility 2010, Georgetown University Law Center
Communications Between Employers And Their Employees, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about communications between employers and their employees regarding FMLA rights and obligations.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Substitution Of Paid Leave, Workplace Flexibility 2010, Georgetown University Law Center
Substitution Of Paid Leave, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the substitution of paid leave for FMLA leave.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Tools For Inclusion: Minimum Wage Increase: What It Means For People With Disabilities (Updated 2009), David Hoff
Tools For Inclusion: Minimum Wage Increase: What It Means For People With Disabilities (Updated 2009), David Hoff
Tools for Inclusion Series, Institute for Community Inclusion
This publication provides guidance to individuals with disabilities regarding the increase in minimum wage, with a particular focus on understanding who this increase applies to, the impact of the wage increase on public benefits, and how to deal with issues that may arise with employers.
Controlling Executive Compensation Through The Tax Code, Gregg D. Polsky
Controlling Executive Compensation Through The Tax Code, Gregg D. Polsky
Scholarly Works
This article analyzes Internal Revenue Code § 162(m), which in general denies public companies a deduction for annual non-performance-based compensation in excess of $1,000,000 paid to senior executive officers. Congress enacted § 162(m) with the intent to reduce the overall level of executive compensation and to influence the composition of executive compensation in favor of components that are more sensitive to firm performance. Notably, § 162(m) represents the most direct Congressional effort to influence executive compensation design. In light of recent events, Congress is being called upon to once again address the perceived problem of overgenerous executive pay packages. Accordingly, …
Attendance Policies, Workplace Flexibility 2010, Georgetown University Law Center
Attendance Policies, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about attendance policies.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Waiver Of Rights, Workplace Flexibility 2010, Georgetown University Law Center
Waiver Of Rights, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about waiver of FMLA rights.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.