Instructor Solution Manual for Employment Law for Business 10th Edition by Dawn Bennett-Alexander & Laura Hartman – Chapters 1–16 2026

SolutionManual
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EmploymentLawforBusiness,10thEdition,
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DawnBennett-Alexander,Chapters1-16
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,TABLEOFCONTENTS b b




Chapter1TheRegulationofEmployment
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Chapter2The Employment LawToolkit:Resources forUnderstandingthe Law andRecurringLegal
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Concepts
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Chapter3 Title VII ofthe CivilRights Act of1964
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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’s RighttoPrivacyandManagementofPersonal
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Information

Chapter15 Labor Law857
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Chapter16SelectedEmploymentBenefitsandProtections
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Chapter 1 b

, TheRegulation ofEmployment b b b




ChapterObjective b




The studentisintroducedtotheregulatory environmentof theemploymentrelationship.The chapter
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examines whether regulation is actually necessary orbeneficial or if,perhaps,the relationshipwould
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farebetterwithlessgovernmentalintervention.Theconceptsof―freedom‖to contractinthe
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regulatoryemployment environmentand non-compete agreementsarediscussed. Since the
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regulations and case law discussed in this text rely on an individual‘s classification as an employeror
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an employee,those definitions aredelineated and explored.
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LearningObjectives b




(Click onthe icon followingthe learning objective to be linkedtothe location in the outlinewherethe chapter
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baddressesthatparticularobjective.) b b b




At the conclusion ofthischapter,the studentsshould be ableto:
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1. Describethebalancebetween thefreedom tocontract andthe current regulatory b b b b b b b b b b b




environmentforemployment.
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2. Identify who issubjecttowhichemploymentlawsand understandtheimplicationofeachof these
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laws forboth theemployer andemployee.
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3. Delineatethe risks totheemployercaused byemployeemisclassification. b b b b b b b b b b




4. Explain thedifferencebetween andemployee andan independent contractor andthe tests
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that help us in that determination.
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5. Articulatethevariouswaysinwhichtheconcept―employer‖isdefinedbythevarious b b b b b b b b b b b b b




employment-relatedregulations.
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6. Describethepermissible parametersofnon-competeagreements. b b b b b b b




DetailedChapterOutline b b




Scenarios—PointsforDiscussion b b

, ScenarioOne:Thisscenariooffersanopportunityto reviewthedistinctionsbetweenan employeeand b b b b b b b b b b b b b b




anindependentcontractordiscussedinthechapter(see―TheDefinitionof Employee,‖particularly
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Exhibits 1.3–1.5). Discuss the IRS 20-factor analysis, as it applies to Dalia‘s position. In light ofthe low
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level ofcontrol that Dalia had over her fees and her work process, andthelimits upon herchoice of
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clients,students should come to theconclusion that Daliais an employee(therefore,eligible to file an
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unemploymentclaim), rather than an independentcontractor.
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ScenarioTwo:Soraya wouldnothaveacauseof actionthat wouldberecognized bytheEEOC. Review b b b b b b b b b b b b b b b b b




thesection―TheDefinitionof‗Employer‘‖withstudents,anddiscusstherationalethat determines the
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status of a supervisor vis-à-visanti-discrimination legislation. Because Soraya is Soraya‘s
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supervisor, not her employer, he cannot bethe target ofan EEOC claim of sexual harassment.
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CCC, Soraya‘semployer, wouldbe vulnerable to anEEOC claim ifthecompany lackedor failedto
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bfollowa system foremployee redressof discrimination grievances.However,in this case, CCC appears
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to have a viable anti-discrimination policythat it adheredto diligently; consequently, Soraya would be
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unlikely to win a decisionin her favor. Thecourt in Williams v. Banning (1995) offered the following
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rationale for its decision in asimilar case:
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―Shehasanemployerwhowassensitiveandresponsivetohercomplaint.Shecantake comfort b b b b b b b b b b b b b b b




in the knowledgethat shecontinuestowork forthis company,while her harasser does not and
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thatthe company'sprompt action islikely to discourage other would be harassers. This is
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preciselythe result Title VII was meantto achieve.‖
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ScenarioThree:StudentsshoulddiscusswhetherornotMyanon-competeagreementislikelytobe found b b b b b b b b b b b b b b




reasonableby a court, and elaboratethe aspects ofthe agreement that Myamight contestas
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bunreasonable(seesectionbelow,―CovenantsNottoCompete‖).DoesMyahaveapersuasive b b b b b b b b b b b b




bargumentthat theterms ofher non-compete agreementare unreasonablein scopeor duration? b b b b b b b b b b b b b




Might shehave grounds toclaim that the agreementprohibitsher from making a living?
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Given the diversityof state lawsregulating non-competeagreements,discuss therangeof legal
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restrictions that might apply to Mya‘sparticular agreement with her employer. As an employeewho
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works across several states, Mya‘s defense may depend upon the presence—andspecific
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language—of aforumselectionclause in hernon-compete agreement.Consider whatlanguage
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would be morelikely toprovide Nan with astrongdefense against thebreach of contract claim.
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Myamight also argue that thecompany‘s client list is available through public means, and therefore,
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her access tothis list should not be prohibited.
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General Lecture Notefor EmploymentLaw Course b b b b b b




Inorderto teach this course,instructorshave foundthatstudentsmustbemadetofeel relatively
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bcomfortablewith theirpeers.Instructors will be asking the studentsto behonest andto stay in their b b b b b b b b b b b b b b b b b




truth,even at times when theyfeelthat theiropinion on one ofthese matterswill not be
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