Instructor Solution Manual For Employment Law for Business, 10th Edition, Dawn Bennett-Alexander

Solution Manual
Employment Law for Business, 10th Edition,

Dawn Bennett-Alexander, Chapters 1 - 16

,TABLEOFCONTENTS s s




Chapter1TheRegulationofEmployment
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Chapter2The EmploymentLawToolkit:Resources forUnderstandingthe Law andRecurringLegal
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Concepts
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Chapter3TitleVIIofthe CivilRightsActof1964
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Chapter4LegalConstructionoftheEmploymentEnvironment Chapter5Affirmative
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Action
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Chapter6RaceandColorDiscrimination Chapter7
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NationalOriginDiscrimination Chapter8Gender
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Discrimination Chapter9SexualHarassment
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Chapter10SexualOrientationandGenderIdentityDiscrimination Chapter11Religious
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Discrimination
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Chapter12AgeDiscrimination Chapter13
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DisabilityDiscrimination
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Chapter14TheEmployee’sRighttoPrivacyandManagementofPersonal
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Information

Chapter15 LaborLaw857
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Chapter16SelectedEmploymentBenefitsandProtections
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Chapter1 s

, TheRegulation ofEmployment s s s




ChapterObjective s




The studentisintroducedtotheregulatory environmentoftheemploymentrelationship.The chapter
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examineswhetherregulation isactually necessary orbeneficialor if,perhaps,the relationshipwould
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farebetterwithlessgovernmentalintervention.Theconceptsof―freedom‖to contractinthe
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regulatoryemployment environmentandnon-compete agreementsarediscussed. Since the
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regulations andcase law discussed in this text rely on an individual‘s classification as an employeror
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an employee,those definitionsaredelineated and explored.
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LearningObjectives s




(Click onthe icon followingthe learning objective to be linkedtothe location inthe outlinewherethe chapter
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saddressesthatparticularobjective.) s s s




Attheconclusionofthischapter,thestudentsshould beableto:
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1. Describethebalancebetween thefreedom tocontract andthecurrentregulatory s s s s s s s s s s s




environmentforemployment.
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2. Identifywhoissubjecttowhichemploymentlawsand understandtheimplicationofeachof these
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lawsforboth theemployerandemployee.
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3. Delineatethe riskstotheemployercaused byemployeemisclassification. s s s s s s s s s s




4. Explain thedifferencebetween andemployeeandan independent contractorandthetests
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thathelpusin that determination.
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5. Articulatethevariouswaysinwhichtheconcept―employer‖isdefinedbythevarious s s s s s s s s s s s s s




employment-relatedregulations.
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6. Describethepermissibleparametersofnon-competeagreements. s s s s s s s




DetailedChapterOutline s s




Scenarios—PointsforDiscussion s s

, ScenarioOne:Thisscenariooffersanopportunitytoreviewthedistinctionsbetweenan employeeand s s s s s s s s s s s s s s




anindependentcontractordiscussedinthechapter(see―TheDefinitionof Employee,‖particularly
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Exhibits 1.3–1.5).Discussthe IRS 20-factor analysis, as it applies to Dalia‘s position. In light ofthe low
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level ofcontrol thatDaliahad overherfees andher work process, andthelimits uponherchoice of
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clients,studentsshould cometotheconclusion that Daliaisan employee(therefore,eligible to file an
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unemploymentclaim), ratherthan an independentcontractor.
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ScenarioTwo:Sorayawouldnothaveacauseofactionthatwouldberecognized bytheEEOC. Review s s s s s s s s s s s s s s s s s




thesection―TheDefinitionof‗Employer‘‖withstudents,anddiscusstherationalethat determinesthe
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statusofasupervisor vis-à-visanti-discrimination legislation.Because Sorayais Soraya‘s supervisor,
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not her employer, he cannot bethe target ofan EEOCclaim of sexual harassment.
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CCC,Soraya‘semployer, wouldbevulnerable to anEEOC claim ifthecompany lackedor failedto follow
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asystemforemployeeredressofdiscrimination grievances.However,inthis case, CCC appearstohave
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aviable anti-discriminationpolicythat it adheredtodiligently; consequently, Soraya would be unlikely
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to winadecisioninherfavor. Thecourtin Williams v. Banning (1995) offeredthe following rationale for its
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decision in asimilar case:
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―Shehasanemployerwhowassensitiveandresponsivetohercomplaint.Shecantake comfort s s s s s s s s s s s s s s s




intheknowledgethatshecontinuestowork forthiscompany,while herharasser doesnot and
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thatthecompany'sprompt action islikely todiscourage other would be harassers.This is
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preciselytheresult Title VIIwasmeanttoachieve.‖
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ScenarioThree:StudentsshoulddiscusswhetherornotMyanon-competeagreementislikelytobe found s s s s s s s s s s s s s s




reasonableby acourt, andelaboratethe aspectsofthe agreementthatMyamightcontestas
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sunreasonable(seesectionbelow,―CovenantsNottoCompete‖).DoesMyahaveapersuasive s s s s s s s s s s s s




sargumentthatthetermsofher non-compete agreementare unreasonablein scopeor duration? s s s s s s s s s s s s s




Might shehave grounds toclaim thatthe agreementprohibitsherfrommaking a living?
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Given the diversityofstate lawsregulatingnon-competeagreements,discusstherangeoflegal
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srestrictions thatmight apply to Mya‘sparticular agreement with her employer. Asan employeewho s s s s s s s s s s s s s




sworks across several states, Mya‘s defensemay depend upon the presence—andspecific
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language—ofaforumselectionclause in hernon-compete agreement.Consider whatlanguage would
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bemorelikelytoprovide Nanwith astrongdefense against thebreach ofcontract claim.
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Myamight alsoargue thatthecompany‘sclient list is available through publicmeans,and therefore,
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heraccesstothis list should not beprohibited.
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General Lecture NoteforEmploymentLawCourse s s s s s s




Inordertoteach thiscourse,instructorshave foundthatstudentsmustbemadetofeelrelatively
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scomfortablewith theirpeers.Instructorswillbe askingthe studentsto behonest andto stay in theirtruth, s s s s s s s s s s s s s s s s s s




even at timeswhentheyfeelthattheiropinion on one ofthese matterswill notbe
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