solution manual employment law for business law for business,
10th edition, dawn bennett-alexander,chapter1-16
i
,TABLE OF CONTENTS
g g
Chapterg1gThegRegulationgofgEmployment
Chapterg2gThegEmploymentgLawgToolkit:gResourcesgforgUnderstandinggthegLawg andgRecurringgLegalg
Concepts
Chapterg3gTitlegVIIgofgthegCivilgRightsgActgofg1964
Chapterg4gLegalgConstructiongofgthegEmploymentgEnvironmentg Chapterg5gAffirmativegA
ction
Chapterg6gRacegandgColorgDiscriminationg Chapterg
7gNationalgOrigingDiscriminationg Chapterg8gGende
rgDiscriminationgg Chapterg9gSexualgHarassment
Chapterg10gSexualgOrientationgandgGendergIdentitygDiscriminationg Chapterg11gReligi
ousgDiscrimination
Chapterg12gAgegDiscriminationg Chapterg13gDis
abilitygDiscrimination
Chapterg14gThegEmployee’sgRightgtogPrivacygandgManagementgofgPersonal
Information
Chapterg15gLaborgLawg857
Chapterg16gSelectedgEmploymentgBenefitsgandgProtections
Chapterg1
, ThegRegulationgofgEmployment
ChaptergObjective
Thegstudentgisgintroducedgtogthegregulatorygenvironmentgofgthegemploymentgrelationship.gTheg chapt
ergexaminesgwhethergregulationgisgactuallygnecessarygorgbeneficialgorgif,gperhaps,gtheg relationshipg
wouldgfaregbettergwithglessggovernmentalgintervention.gThegconceptsgofg―freedom‖gtog contractgingth
egregulatorygemploymentgenvironmentgandgnon-
competegagreementsgaregdiscussed.g Sincegthegregulationsgandgcaseglawgdiscussedgingthisgtextgrelygo
ngangindividual‘sgclassificationgasg ang employergorgangemployee,gthosegdefinitionsgaregdelineatedgan
dgexplored.
LearninggObjectives
(Clickgongthegicongfollowinggtheglearninggobjectivegtogbeglinkedgtogtheglocationgingthegoutlinewheregthegch
apterg addressesgthatgparticulargobjective.)
Atgthegconclusiongofgthisgchapter,gthegstudentsgshouldgbegablegto:
1. Describegthegbalancegbetweengthegfreedomgtogcontractgandgthegcurrentgregulatoryg
environmentgforgemployment.g
2. Identifygwhogisgsubjectgtogwhichgemploymentglawsgandgunderstandgthegimplicationgofgeachofg the
seglawsgforgbothgthegemployergandgemployee.g
3. Delineategthegrisksgtogthegemployergcausedgbygemployeegmisclassification.g
4. Explaingthegdifferencegbetweengandgemployeegandgangindependentgcontractorgandgthegtestsg
thatghelpgusgingthatgdetermination.g
5. Articulategthegvariousgwaysgingwhichgthegconceptg―employer‖gisgdefinedgbygthegvariousg e
mployment-relatedgregulations.g
6. Describegthegpermissiblegparametersgofgnon-competegagreements.g
DetailedgChaptergOutline
Scenarios—PointsgforgDiscussion
, ScenariogOne:gThisgscenariogoffersgangopportunitygtogreviewgthegdistinctionsgbetweengang employeeg
andgangindependentgcontractorgdiscussedgingthegchapterg(seeg―ThegDefinitiongofg Employee,‖gparticul
arlygExhibitsg1.3–1.5).gDiscussgthegIRSg20-
factorganalysis,gasgitgappliesgtog Dalia‘sgposition.gInglightgofgtheglowglevelgofgcontrolgthatgDaliaghadgove
rghergfeesgandghergworkg process,gandgtheglimitsguponghergchoicegofgclients,gstudentsgshouldgcomegtogtheg
conclusiongthatg Daliagisgangemployeeg(therefore,geligiblegtogfilegangunemploymentgclaim),grathergtha
ngang independentgcontractor.
ScenariogTwo:gSorayagwouldgnotghavegagcausegofgactiongthatgwouldgbegrecognizedgbygthegEEOC.g Re
viewgthegsectiong―ThegDefinitiongofg‗Employer‘‖gwithgstudents,gandgdiscussgthegrationalegthatg determi
nesgthegstatusgofgagsupervisorgvis-à-visganti-
discriminationglegislation.gBecausegSorayagisg Soraya‘sgsupervisor,gnotghergemployer,ghegcannotgbegt
hegtargetgofgangEEOCgclaimgofgsexualg harassment.
CCC,gSoraya‘sgemployer,gwouldgbegvulnerablegtogangEEOCgclaimgifgthegcompanyglackedgorgfailedtog fol
lowgagsystemgforgemployeegredressgofgdiscriminationggrievances.gHowever,gingthisgcase,g CCCg appearsgt
oghavegagviableganti-
discriminationgpolicygthatgitgadheredgtogdiligently;g consequently,gSorayag wouldgbegunlikelygtogwingagde
cisionginghergfavor.gThegcourtgingWilliamsgv.gBanningg(1995)gofferedgtheg followinggrationalegforgitsgdecisi
ongingagsimilargcase:
―Sheghasgangemployergwhogwasgsensitivegandgresponsivegtoghergcomplaint.gShegcangtakeg comf
ortgingthegknowledgegthatgshegcontinuesgtogworkgforgthisgcompany,gwhileghergharasserg doesgnotg
andgthatgthegcompany'sgpromptgactiongisglikelygtogdiscouragegothergwouldgbeg harassers.gThisgi
sgpreciselygthegresultgTitlegVIIgwasgmeantgtogachieve.‖
ScenariogThree:gStudentsgshouldgdiscussgwhethergorgnotgMyagnon-
competegagreementgisglikelygtobeg foundgreasonablegbygagcourt,gandgelaborategthegaspectsgofgthegagr
eementgthatgMyagmightgcontestgasg unreasonableg(seegsectiongbelow,g―CovenantsgNotgtogCompete‖).gD
oesgMyaghavegagpersuasiveg argumentgthatgthegtermsgofghergnon-
competegagreementgaregunreasonablegingscopegorgduration?
Mightgsheghaveggroundsgtogclaimgthatgthegagreementgprohibitsghergfromgmakinggag living?
Givengthegdiversitygofgstateglawsgregulatinggnon-
competegagreements,gdiscussgthegrangegofglegalg restrictionsgthatgmightgapplygtogMya‘sgparticulargagr
eementgwithghergemployer.gAsgangemployeewhog worksgacrossgseveralgstates,gMya‘sgdefensegmaygde
pendgupongthegpresence—andgspecificg language—ofgagforumgselectiongclauseginghergnon-
competegagreement.gConsidergwhatglanguageg wouldgbegmoreglikelygtogprovidegNangwithgagstronggdef
ensegagainstgthegbreachgofgcontractgclaim.
Myagmightgalsogarguegthatgthegcompany‘sgclientglistgisgavailablegthroughgpublicgmeans,gandg therefor
e,ghergaccessgtogthisglistgshouldgnotgbegprohibited.
GeneralgLecturegNotegforgEmploymentgLawgCourse
Ingordergtogteachgthisgcourse,ginstructorsghavegfoundgthatgstudentsgmustgbegmadegtogfeelgrelativelyg com
fortablegwithgtheirgpeers.gInstructorsgwillgbegaskinggthegstudentsgtogbeghonestgandgtogstayging theirgtruth,
gevengatgtimesgwhengtheygfeelgthatgtheirgopiniongongonegofgthesegmattersgwillgnotgbe
10th edition, dawn bennett-alexander,chapter1-16
i
,TABLE OF CONTENTS
g g
Chapterg1gThegRegulationgofgEmployment
Chapterg2gThegEmploymentgLawgToolkit:gResourcesgforgUnderstandinggthegLawg andgRecurringgLegalg
Concepts
Chapterg3gTitlegVIIgofgthegCivilgRightsgActgofg1964
Chapterg4gLegalgConstructiongofgthegEmploymentgEnvironmentg Chapterg5gAffirmativegA
ction
Chapterg6gRacegandgColorgDiscriminationg Chapterg
7gNationalgOrigingDiscriminationg Chapterg8gGende
rgDiscriminationgg Chapterg9gSexualgHarassment
Chapterg10gSexualgOrientationgandgGendergIdentitygDiscriminationg Chapterg11gReligi
ousgDiscrimination
Chapterg12gAgegDiscriminationg Chapterg13gDis
abilitygDiscrimination
Chapterg14gThegEmployee’sgRightgtogPrivacygandgManagementgofgPersonal
Information
Chapterg15gLaborgLawg857
Chapterg16gSelectedgEmploymentgBenefitsgandgProtections
Chapterg1
, ThegRegulationgofgEmployment
ChaptergObjective
Thegstudentgisgintroducedgtogthegregulatorygenvironmentgofgthegemploymentgrelationship.gTheg chapt
ergexaminesgwhethergregulationgisgactuallygnecessarygorgbeneficialgorgif,gperhaps,gtheg relationshipg
wouldgfaregbettergwithglessggovernmentalgintervention.gThegconceptsgofg―freedom‖gtog contractgingth
egregulatorygemploymentgenvironmentgandgnon-
competegagreementsgaregdiscussed.g Sincegthegregulationsgandgcaseglawgdiscussedgingthisgtextgrelygo
ngangindividual‘sgclassificationgasg ang employergorgangemployee,gthosegdefinitionsgaregdelineatedgan
dgexplored.
LearninggObjectives
(Clickgongthegicongfollowinggtheglearninggobjectivegtogbeglinkedgtogtheglocationgingthegoutlinewheregthegch
apterg addressesgthatgparticulargobjective.)
Atgthegconclusiongofgthisgchapter,gthegstudentsgshouldgbegablegto:
1. Describegthegbalancegbetweengthegfreedomgtogcontractgandgthegcurrentgregulatoryg
environmentgforgemployment.g
2. Identifygwhogisgsubjectgtogwhichgemploymentglawsgandgunderstandgthegimplicationgofgeachofg the
seglawsgforgbothgthegemployergandgemployee.g
3. Delineategthegrisksgtogthegemployergcausedgbygemployeegmisclassification.g
4. Explaingthegdifferencegbetweengandgemployeegandgangindependentgcontractorgandgthegtestsg
thatghelpgusgingthatgdetermination.g
5. Articulategthegvariousgwaysgingwhichgthegconceptg―employer‖gisgdefinedgbygthegvariousg e
mployment-relatedgregulations.g
6. Describegthegpermissiblegparametersgofgnon-competegagreements.g
DetailedgChaptergOutline
Scenarios—PointsgforgDiscussion
, ScenariogOne:gThisgscenariogoffersgangopportunitygtogreviewgthegdistinctionsgbetweengang employeeg
andgangindependentgcontractorgdiscussedgingthegchapterg(seeg―ThegDefinitiongofg Employee,‖gparticul
arlygExhibitsg1.3–1.5).gDiscussgthegIRSg20-
factorganalysis,gasgitgappliesgtog Dalia‘sgposition.gInglightgofgtheglowglevelgofgcontrolgthatgDaliaghadgove
rghergfeesgandghergworkg process,gandgtheglimitsguponghergchoicegofgclients,gstudentsgshouldgcomegtogtheg
conclusiongthatg Daliagisgangemployeeg(therefore,geligiblegtogfilegangunemploymentgclaim),grathergtha
ngang independentgcontractor.
ScenariogTwo:gSorayagwouldgnotghavegagcausegofgactiongthatgwouldgbegrecognizedgbygthegEEOC.g Re
viewgthegsectiong―ThegDefinitiongofg‗Employer‘‖gwithgstudents,gandgdiscussgthegrationalegthatg determi
nesgthegstatusgofgagsupervisorgvis-à-visganti-
discriminationglegislation.gBecausegSorayagisg Soraya‘sgsupervisor,gnotghergemployer,ghegcannotgbegt
hegtargetgofgangEEOCgclaimgofgsexualg harassment.
CCC,gSoraya‘sgemployer,gwouldgbegvulnerablegtogangEEOCgclaimgifgthegcompanyglackedgorgfailedtog fol
lowgagsystemgforgemployeegredressgofgdiscriminationggrievances.gHowever,gingthisgcase,g CCCg appearsgt
oghavegagviableganti-
discriminationgpolicygthatgitgadheredgtogdiligently;g consequently,gSorayag wouldgbegunlikelygtogwingagde
cisionginghergfavor.gThegcourtgingWilliamsgv.gBanningg(1995)gofferedgtheg followinggrationalegforgitsgdecisi
ongingagsimilargcase:
―Sheghasgangemployergwhogwasgsensitivegandgresponsivegtoghergcomplaint.gShegcangtakeg comf
ortgingthegknowledgegthatgshegcontinuesgtogworkgforgthisgcompany,gwhileghergharasserg doesgnotg
andgthatgthegcompany'sgpromptgactiongisglikelygtogdiscouragegothergwouldgbeg harassers.gThisgi
sgpreciselygthegresultgTitlegVIIgwasgmeantgtogachieve.‖
ScenariogThree:gStudentsgshouldgdiscussgwhethergorgnotgMyagnon-
competegagreementgisglikelygtobeg foundgreasonablegbygagcourt,gandgelaborategthegaspectsgofgthegagr
eementgthatgMyagmightgcontestgasg unreasonableg(seegsectiongbelow,g―CovenantsgNotgtogCompete‖).gD
oesgMyaghavegagpersuasiveg argumentgthatgthegtermsgofghergnon-
competegagreementgaregunreasonablegingscopegorgduration?
Mightgsheghaveggroundsgtogclaimgthatgthegagreementgprohibitsghergfromgmakinggag living?
Givengthegdiversitygofgstateglawsgregulatinggnon-
competegagreements,gdiscussgthegrangegofglegalg restrictionsgthatgmightgapplygtogMya‘sgparticulargagr
eementgwithghergemployer.gAsgangemployeewhog worksgacrossgseveralgstates,gMya‘sgdefensegmaygde
pendgupongthegpresence—andgspecificg language—ofgagforumgselectiongclauseginghergnon-
competegagreement.gConsidergwhatglanguageg wouldgbegmoreglikelygtogprovidegNangwithgagstronggdef
ensegagainstgthegbreachgofgcontractgclaim.
Myagmightgalsogarguegthatgthegcompany‘sgclientglistgisgavailablegthroughgpublicgmeans,gandg therefor
e,ghergaccessgtogthisglistgshouldgnotgbegprohibited.
GeneralgLecturegNotegforgEmploymentgLawgCourse
Ingordergtogteachgthisgcourse,ginstructorsghavegfoundgthatgstudentsgmustgbegmadegtogfeelgrelativelyg com
fortablegwithgtheirgpeers.gInstructorsgwillgbegaskinggthegstudentsgtogbeghonestgandgtogstayging theirgtruth,
gevengatgtimesgwhengtheygfeelgthatgtheirgopiniongongonegofgthesegmattersgwillgnotgbe
