Solution Manual
Employment Law for Business, 10th Edition,
Dawn Bennett-Alexander, Chapters 1 - 16
,TABLE OF CONTENTS
Chapter 1 The Regulation of Employment
Chapter 2 The Employment Law Toolkit: Resources for Understanding the Law and Recurring
Legal Concepts
Chapter 3 Title VII of the Civil Rights Act of 1964
Chapter 4 Legal Construction of the Employment Environment Chapter 5
Affirmative Action
Chapter 6 Race and Color Discrimination
Chapter 7 National Origin Discrimination
Chapter 8 Gender Discrimination Chapter 9
Sexual Harassment
Chapter 10 Sexual Orientation and Gender Identity Discrimination Chapter 11
Religious Discrimination
Chapter 12 Age Discrimination Chapter 13
Disability Discrimination
Chapter 14 The Employee’s Right to Privacy and Management of Personal
Information
Chapter 15 Labor Law 857
Chapter 16 Selected Employment Benefits and Protections
Chapter 1
, The Regulation of Employment
Chapter Objective
The student is introduced to the regulatory environment of the employment relationship. The
chapter examines whether regulation is actually necessary or beneficial or if, perhaps, the
relationship would fare better with less governmental intervention. The concepts of ―freedom‖
to contract in the regulatory employment environment and non-compete agreements are
discussed. Since the regulations and case law discussed in this text rely on an individual‘s
classification as an employer or an employee, those definitions are delineated and explored.
Learning Objectives
(Click on the icon following the learning objective to be linked to the location in the outlinewhere
the chapter addresses that particular objective.)
At the conclusion of this chapter, the students should be able to:
1. Describe the balance between the freedom to contract and the current
regulatory environment for employment.
2. Identify who is subject to which employment laws and understand the implication of eachof
these laws for both the employer and employee.
3. Delineate the risks to the employer caused by employee misclassification.
4. Explain the difference between and employee and an independent contractor and the
tests that help us in that determination.
5. Articulate the various ways in which the concept ―employer‖ is defined by the
various employment-related regulations.
6. Describe the permissible parameters of non-compete agreements.
Detailed Chapter Outline
Scenarios—Points for Discussion
, Scenario One: aThis ascenario aoffers aan aopportunity ato areview athe adistinctions abetween aan
a employee aand aan aindependent acontractor adiscussed ain athe achapter a(see a―The aDefinition
aof a Employee,‖ aparticularly aExhibits a1.3–1.5). aDiscuss athe a IRS a20-factor a analysis, aas ait
aapplies ato a Dalia‘s aposition. aIn alight aof athe alow alevel aof acontrol athat aDalia ahad aover
aher afees aand aher awork a process, aand athe alimits aupon aher achoice aof aclients, astudents
ashould acome ato athe aconclusion athat a Dalia ais aan aemployee a(therefore, aeligible ato afile
aan aunemployment aclaim), arather athan aan a independent acontractor.
Scenario aTwo: aSoraya awould anot ahave aa acause aof aaction athat awould abe arecognized aby
athe aEEOC. a Review athe asection a―The aDefinition aof a‗Employer‘‖ awith astudents, aand adiscuss
athe arationale athat a determines athe astatus aof aa asupervisor avis-à-vis aanti-discrimination
alegislation. aBecause aSoraya ais a Soraya‘s asupervisor, anot aher aemployer, ahe acannot abe
athe atarget aof aan aEEOC aclaim a of asexual a harassment.
CCC, aSoraya‘s aemployer, awould abe avulnerable ato aan aEEOC aclaim aif athe acompany alacked
aor afailedto a follow aa asystem afor aemployee aredress aof adiscrimination agrievances. aHowever,
ain athis acase, a CCC a appears ato ahave aa aviable aanti-discrimination apolicy athat ait aadhered
ato adiligently; a consequently, aSoraya a would abe aunlikely ato awin aa adecision ain aher afavor.
aThe acourt ain a Williams av. aBanning a(1995) aoffered athe a following arationale afor aits adecision
ain aa asimilar acase:
―She ahas aan aemployer awho awas asensitive aand aresponsive ato aher acomplaint. aShe
acan atake a comfort ain athe aknowledge athat ashe acontinues ato awork a for athis acompany,
awhile aher aharasser a does anot aand athat athe acompany's aprompt aaction ais alikely ato
adiscourage aother awould abe a harassers. aThis ais aprecisely athe aresult aTitle aVII awas
ameant ato aachieve.‖
Scenario aThree: aStudents ashould adiscuss awhether aor anot aMya anon-compete aagreement ais
alikely atobe a found areasonable aby aa acourt, aand aelaborate athe aaspects aof athe aagreement
athat aMya amight acontest aas a unreasonable a(see asection abelow, a―Covenants aNot ato
aCompete‖). aDoes aMya ahave aa apersuasive a argument athat athe aterms aof aher anon-compete
aagreement aare aunreasonable ain ascope aor a duration?
Might ashe ahave agrounds ato aclaim athat athe aagreement aprohibits aher afrom amaking aa a living?
Given athe adiversity aof astate alaws aregulating anon-compete aagreements, adiscuss athe arange
aof alegal a restrictions athat amight aapply ato aMya‘s aparticular aagreement awith aher
aemployer. aAs aan aemployeewho a works aacross aseveral astates, aMya‘s adefense amay
adepend aupon athe apresence—and aspecific a language—of aa aforum aselection aclause ain aher
anon-compete aagreement. aConsider awhat alanguage a would abe amore alikely ato aprovide aNan
awith aa astrong adefense aagainst athe abreach aof acontract aclaim.
Mya amight aalso aargue athat athe acompany‘s aclient alist ais aavailable athrough apublic ameans,
aand a therefore, aher aaccess ato athis alist ashould anot abe aprohibited.
General aLecture aNote afor aEmployment aLaw aCourse
In aorder ato ateach athis acourse, ainstructors ahave afound athat astudents amust abe amade ato afeel
arelatively a comfortable awith atheir apeers. aInstructors awill abe aasking athe astudents ato abe
ahonest aand ato astay ain a their atruth, aeven aat atimes awhen athey afeel athat atheir aopinion aon
aone aof athese amatters awill anot abe
Employment Law for Business, 10th Edition,
Dawn Bennett-Alexander, Chapters 1 - 16
,TABLE OF CONTENTS
Chapter 1 The Regulation of Employment
Chapter 2 The Employment Law Toolkit: Resources for Understanding the Law and Recurring
Legal Concepts
Chapter 3 Title VII of the Civil Rights Act of 1964
Chapter 4 Legal Construction of the Employment Environment Chapter 5
Affirmative Action
Chapter 6 Race and Color Discrimination
Chapter 7 National Origin Discrimination
Chapter 8 Gender Discrimination Chapter 9
Sexual Harassment
Chapter 10 Sexual Orientation and Gender Identity Discrimination Chapter 11
Religious Discrimination
Chapter 12 Age Discrimination Chapter 13
Disability Discrimination
Chapter 14 The Employee’s Right to Privacy and Management of Personal
Information
Chapter 15 Labor Law 857
Chapter 16 Selected Employment Benefits and Protections
Chapter 1
, The Regulation of Employment
Chapter Objective
The student is introduced to the regulatory environment of the employment relationship. The
chapter examines whether regulation is actually necessary or beneficial or if, perhaps, the
relationship would fare better with less governmental intervention. The concepts of ―freedom‖
to contract in the regulatory employment environment and non-compete agreements are
discussed. Since the regulations and case law discussed in this text rely on an individual‘s
classification as an employer or an employee, those definitions are delineated and explored.
Learning Objectives
(Click on the icon following the learning objective to be linked to the location in the outlinewhere
the chapter addresses that particular objective.)
At the conclusion of this chapter, the students should be able to:
1. Describe the balance between the freedom to contract and the current
regulatory environment for employment.
2. Identify who is subject to which employment laws and understand the implication of eachof
these laws for both the employer and employee.
3. Delineate the risks to the employer caused by employee misclassification.
4. Explain the difference between and employee and an independent contractor and the
tests that help us in that determination.
5. Articulate the various ways in which the concept ―employer‖ is defined by the
various employment-related regulations.
6. Describe the permissible parameters of non-compete agreements.
Detailed Chapter Outline
Scenarios—Points for Discussion
, Scenario One: aThis ascenario aoffers aan aopportunity ato areview athe adistinctions abetween aan
a employee aand aan aindependent acontractor adiscussed ain athe achapter a(see a―The aDefinition
aof a Employee,‖ aparticularly aExhibits a1.3–1.5). aDiscuss athe a IRS a20-factor a analysis, aas ait
aapplies ato a Dalia‘s aposition. aIn alight aof athe alow alevel aof acontrol athat aDalia ahad aover
aher afees aand aher awork a process, aand athe alimits aupon aher achoice aof aclients, astudents
ashould acome ato athe aconclusion athat a Dalia ais aan aemployee a(therefore, aeligible ato afile
aan aunemployment aclaim), arather athan aan a independent acontractor.
Scenario aTwo: aSoraya awould anot ahave aa acause aof aaction athat awould abe arecognized aby
athe aEEOC. a Review athe asection a―The aDefinition aof a‗Employer‘‖ awith astudents, aand adiscuss
athe arationale athat a determines athe astatus aof aa asupervisor avis-à-vis aanti-discrimination
alegislation. aBecause aSoraya ais a Soraya‘s asupervisor, anot aher aemployer, ahe acannot abe
athe atarget aof aan aEEOC aclaim a of asexual a harassment.
CCC, aSoraya‘s aemployer, awould abe avulnerable ato aan aEEOC aclaim aif athe acompany alacked
aor afailedto a follow aa asystem afor aemployee aredress aof adiscrimination agrievances. aHowever,
ain athis acase, a CCC a appears ato ahave aa aviable aanti-discrimination apolicy athat ait aadhered
ato adiligently; a consequently, aSoraya a would abe aunlikely ato awin aa adecision ain aher afavor.
aThe acourt ain a Williams av. aBanning a(1995) aoffered athe a following arationale afor aits adecision
ain aa asimilar acase:
―She ahas aan aemployer awho awas asensitive aand aresponsive ato aher acomplaint. aShe
acan atake a comfort ain athe aknowledge athat ashe acontinues ato awork a for athis acompany,
awhile aher aharasser a does anot aand athat athe acompany's aprompt aaction ais alikely ato
adiscourage aother awould abe a harassers. aThis ais aprecisely athe aresult aTitle aVII awas
ameant ato aachieve.‖
Scenario aThree: aStudents ashould adiscuss awhether aor anot aMya anon-compete aagreement ais
alikely atobe a found areasonable aby aa acourt, aand aelaborate athe aaspects aof athe aagreement
athat aMya amight acontest aas a unreasonable a(see asection abelow, a―Covenants aNot ato
aCompete‖). aDoes aMya ahave aa apersuasive a argument athat athe aterms aof aher anon-compete
aagreement aare aunreasonable ain ascope aor a duration?
Might ashe ahave agrounds ato aclaim athat athe aagreement aprohibits aher afrom amaking aa a living?
Given athe adiversity aof astate alaws aregulating anon-compete aagreements, adiscuss athe arange
aof alegal a restrictions athat amight aapply ato aMya‘s aparticular aagreement awith aher
aemployer. aAs aan aemployeewho a works aacross aseveral astates, aMya‘s adefense amay
adepend aupon athe apresence—and aspecific a language—of aa aforum aselection aclause ain aher
anon-compete aagreement. aConsider awhat alanguage a would abe amore alikely ato aprovide aNan
awith aa astrong adefense aagainst athe abreach aof acontract aclaim.
Mya amight aalso aargue athat athe acompany‘s aclient alist ais aavailable athrough apublic ameans,
aand a therefore, aher aaccess ato athis alist ashould anot abe aprohibited.
General aLecture aNote afor aEmployment aLaw aCourse
In aorder ato ateach athis acourse, ainstructors ahave afound athat astudents amust abe amade ato afeel
arelatively a comfortable awith atheir apeers. aInstructors awill abe aasking athe astudents ato abe
ahonest aand ato astay ain a their atruth, aeven aat atimes awhen athey afeel athat atheir aopinion aon
aone aof athese amatters awill anot abe
