Labor and Employment Law Commons^™

Supervisory Liability And Ashcroft V. Iqbal, Alexander A. Reinert

Cardozo Law Review

No abstract provided.

Who Tells Your Story: The Legality Of And Shift In Racial Preferences Within Casting Practices, Nicole Ligon

William & Mary Journal of Race, Gender, and Social Justice

No abstract provided.

Does The Adea's Federal-Sector Provision Require A Plaintiff To Prove That Age Was A But-For Cause Of The Challenged Personnel Action?, Anne M. Lofaso

Law Faculty Scholarship

No abstract provided.

Eitc For All: A Universal Basic Income Compromise Proposal, Benjamin M. Leff

Washington and Lee Journal of Civil Rights and Social Justice

Much has been written about a concept called universal basic income (UBI). With a UBI, the government gives every person a certain amount of money each year, or even each month. The UBI has broad appeal with thinkers on both the right and the left, but the appeal is partially because different thinkers have different visions of what the current state of affairs is with respect to government welfare policies and different theories about why these existing policies are inadequate or damaging. Reforming existing programs, rather than making a radical break with the past, could satisfy at least some of …

“No More No-Poach”: An Antitrust Plaintiff’S Guide, Amanda Triplett

Washington and Lee Journal of Civil Rights and Social Justice

It may seem that agreements between employers not to hire or solicit employees from each other would be illegal under the Sherman Act’s prohibition of conspiracies to fix prices or allocate markets. However, the complexity of this issue pushes the boundaries of antitrust law. But the core principals of antitrust law are tailored to reject them. In a market of employers, where firms are competitors, no-poach restraints have horizontal elements subject to a harsher standard of antitrust review. Firms that enter into these arrangements bypass legal methods to protect against the harms of employee loss, such as a non-compete agreement. …

Something For Nothing: Universal Basic Income And The Value Of Work Beyond Incentives, Jonathan D. Grossberg

Washington and Lee Journal of Civil Rights and Social Justice

Proponents and opponents of a universal basic income all acknowledge that the most significant political challenge to its adoption in the United States is that a universal basic income would not have a work requirement attached. Often, this is characterized as a problem involving incentives—the availability of a universal basic income would cause many people to stop working (or significantly curtail the number of hours that they work) and simply live off the universal basic income. This Article makes three contributions to the literature related to a universal basic income: First, it provides a typology for understanding the many reasons …

Land Of The Free (Appropriate Public Education), Home Of The Deprived: How Vocational Services Can Remedy Education Deprivations For Former Students With Disabilities, Maria N. Liberopoulos

Washington and Lee Journal of Civil Rights and Social Justice

This Note explores the Individuals with Disabilities Education Act’s requirement that all children between the ages of three and twenty-one are provided a free and appropriate public education. This Note focuses on the relief available for students who are either older than twenty-one or who received a high school diploma, but who did not receive a free and appropriate public education. After delving into the remedy of compensatory education, this Note proposes the Office of Special Education and Rehabilitative Services of the Department of Education promulgate a new regulation that includes vocational training and services as a specific remedy under …

The Covid-19 Safety And Health Accreditation Program: How Food Safety Inspectors And Building Inspectors Can Incentivize Osha Compliance To Protect Workers During The Coronavirus Pandemic, Lindsey Tanita

Center for Health Law Policy and Bioethics

The coronavirus pandemic exposed the Occupational Safety and Health Administration’s (OSHA) severe lack of commitment and resources to enforce standards aimed at providing a safe and healthful workplace for millions of workers who are at an increased risk of exposure to COVID-19 every time they step foot into the workplace. We’ve seen nurses treating COVID-19 patients pleading for personal protective equipment all across the county,1 a bus driver in Detroit dying of COVID-19 after complaining about lack of protections from a coughing passenger,2 and more than three hundred workers testing positive for COVID-19 in one Los Angeles factory, even after …

Fundamental Labour Standards And Corporate Sustainability: An Analysis Of The Regulatory Framework Of Core Workers' Rights And Its Integration In Contemporary International Business, S J. Rombouts, A J.F Lafarre

Intercultural Human Rights Law Review

The core of international protection of workers' rights is made up of the Fundamental Labour Standards that were developed in the framework of the International Labour Organization (ILO). These standards, included in the eight fundamental conventions of the ILO are part of public international law, but are also incorporated into a large number of other - public, private, binding and voluntary - instruments that regulate international corporate behavior and form the basis for worker protection in international corporate social responsibility mechanisms. Fundamental Labour Standards (FLS) aim to secure respect for the prohibition of child labour, the prohibition of forced labour, …

Children, Chocolate, And Profits: A Policy-Oriented Analysis Of Child Labor And The Chocolate Industry Giants, Ann W. Deam

Intercultural Human Rights Law Review

In 2001, the chocolate industry adopted the Harkin-Engel Protocol, also referred to as the Chocolate Industry Protocol, in which it "publicly acknowledged the problem of forced child labor" with a promise to "commit significant resources to address it" and ensure that "cocoa beans and their derivative products have been grown and/or processed without any of the worst forms of child labor." The noble goals set forth in this voluntary, self-regulating agreement were to be attained by 2005. Twenty years have passed since the signing of the Chocolate Industry Protocol (CIP). The purpose of this paper is to determine the effectiveness …

Florida's Late Entrance To The Ongoing Trend: Sexual Orientation In The Workplace, Ernesto Rivero

St. Thomas Law Review

John Doe is an exceptional firefighter who also happens to be a homosexual. John performs his duties every day to the utmost of his ability; however, in response to his sexual orientation, John is verbally harassed daily, underpaid for his line of work, and subsequently discharged from his position. This is a consequence of practicing his protected constitutional right of same sex marriage at his workplace. Every individual ought to have a fair and inclusive workplace free from discrimination; that is not the case in today’s America. Although employees are protected from discrimination by the Civil Rights Act of 1964 …

How To Close The Gender Pay Gap: Transparency In Data Regarding Compensation Is The Key, J. Andrew Morgan

Connecticut Journal of International Law

This Article will look at the problem of unequal pay and will argue that transparency regarding compensation of men and women must be increased before any decision can be made as to why the gender pay gap exists. This Article proceeds in three parts. Part I provides a comprehensive discussion of existing equal pay laws in the United States that prohibit pay discrimination by sex and an analysis of the most up-to-date data on the current gender pay gap in the United States. It also examines theories as to why or why not there is a pay gap and how …

Disparate Impact Under The Adea: Applicants Need Not Apply, L. Whitney Woodward

Georgia State University Law Review

Part I of this Note addresses the current debate on this topic, illustrated through case law in the Eleventh Circuit, the Seventh Circuit, and a recent federal district court ruling in the Ninth Circuit. Part II analyzes the unambiguous, textual differences between the various subsections of the ADEA as well as the textual differences between Title VII and the ADEA. This Note explores these textual arguments through an analysis of the statutes and interpretative case law and concludes that, as drafted, the disparate impact theory of age discrimination should not be available to non- employee job applicants. Part III illustrates …

Dehumanization 'Because Of Sex': The Multiaxial Approach To The Title Vii Rights Of Sexual Minorities, Shirley Lin

Elisabeth Haub School of Law Faculty Publications

Although Title VII prohibits discrimination against any employee “because of such individual’s . . . sex,” legal commentators have not yet accurately appraised Title VII’s trait and causation requirements embodied in that phrase. Since 2015, most courts assessing the sex discrimination claims of LGBT employees began to intentionally analyze “sex” as a trait using social-construction evidence, and evaluated separately whether the discriminatory motive caused the workplace harm. Responding to what this Article terms a “doctrinal correction” to causation within this groundswell of decisions, the Supreme Court recently issued an “expansive” and “sweeping” reformulation of but-for causation in Bostock v. Clayton …

Outsourcing Discrimination, Llezlie Green

Scholarly Articles in Law Reviews & Journals

The significant growth in employers’ use of labor intermediaries—that is, third parties that stand between the workers and the organizations for whom they complete work— has fundamentally changed how many low-wage workers enter and function in the workplace. Temporary staffing agencies that hire and place workers with companies and organizations have taken on a gatekeeper role to low-wage jobs in many industries. Recent litigation and various reports allege flagrant hiring discrimination by temporary staffing agencies whose clients encourage them not to hire African American workers and hire and send Latinx immigrants instead. This Article explores the discriminatory treatment of low-wage …

Employers Should Owe A Duty Of Loyalty To Their Workers, Andrew Melzer, David Tracey

Cardozo Law Review de•novo

An employee’s overarching legal commitment to his or her employer is commonly known as the “duty of loyalty.” This lopsided duty of loyalty exacerbates the inordinate power that employers possess over their workers. We propose that the duty of loyalty owed by workers to their employers be made reciprocal: employers should also owe a general duty of loyalty and care towards their employees.

Easy As Abc: Why The Abc Test Should Be Adopted As The Sole Test Of Employee–Independent Contractor Status, Eric Markovits

Cardozo Law Review de•novo

This Note examines the features and history of the three most commonly used tests for employee classification before advocating that the ABC test be more broadly adopted going forward.

Union Rights For All: Towards Sectoral Bargaining In The United States, Kate Andrias

Book Chapters

American labor unions have collapsed. Having once bargained for more than a third of American workers, unions now represent only about 6 percent of the private sector workforce. In the wake of new statutory and constitutional limitations, their presence in the public sector is shrinking as well. As unions have declined, the United States has lost a key equalizing institution in politics and the economy, INdeed, economic inequality is at its highest point since the Gilded Age, when unionization rates were similarly low. With the weakening of unions, the United States has also lost a key mechanism for protecting against …

Litigation For The People, Samuel R. Bagenstos

Reviews

Can anti-discrimination litigation be a tool for social change? For many years, a contingent on the academic left contended that the answer is no. The Critical Legal Studies movement (CLS) of the 1970s and ’80s argued that using litigation to enforce rights privileged lawyers, fed an alienating and individualized discourse, and ultimately had a depoliticizing effect. CLS adherents believed that anti-discrimination laws often legitimated, rather than challenged, the fundamental inequalities of society.

Although CLS is no longer a presence in law schools, its ideas live on. Its critique of rights litigation has been bolstered by the opposition to identity politics …

Balancing Religious Liberties And Antidiscrimination Interests In The Public Employment Context: The Impact Of Masterpiece Cakeshop And American Legion, Brenda Bauges

Articles

No abstract provided.