Solution Manual ww
Employment Law for Business, 10th Editio
ww ww ww ww ww
n,
Dawn Bennett-Alexander, Chapters 1 -
ww ww ww ww
16
ww
,TABLE OF CONTENTS
ww ww
Chapterww1wwThewwRegulationwwofwwEmployment
Chapterww2wwThewwEmploymentwwLawwwToolkit:wwResourceswwforwwUnderstandingwwthewwLaww w andwwR
ecurringwwLegalwwConcepts
Chapterww3wwTitlewwVIIwwofwwthewwCivilwwRightswwActwwofww1964
Chapterww4wwLegalwwConstructionwwofwwthewwEmploymentwwEnvironmentw w Chapterww5ww
AffirmativewwAction
Chapterww6wwRacewwandwwColorwwDiscriminationw w C
hapterww7wwNationalwwOriginwwDiscriminationw w Cha
pterww8wwGenderwwDiscriminationwww w Chapterww9ww
SexualwwHarassment
Chapterww10wwSexualwwOrientationwwandwwGenderwwIdentitywwDiscriminationw w Chapte
rww11wwReligiouswwDiscrimination
Chapterww12wwAgewwDiscriminationw w Chapterww
13wwDisabilitywwDiscrimination
Chapterww14wwThewwEmployee’swwRightwwtowwPrivacywwandwwManagementwwofwwPersonal
Information
Chapterww15wwLaborwwLawww857
Chapterww16wwSelectedwwEmploymentwwBenefitswwandwwProtections
Chapterww1
, ThewwRegulationwwofwwEmployment
ChapterwwObjective
Thewwstudentwwiswwintroducedwwtowwthewwregulatorywwenvironmentwwofwwthewwemploymentwwrelationsh
ip.wwThew w chapterwwexamineswwwhetherwwregulationwwiswwactuallywwnecessarywworwwbeneficialwworw
wif,wwperhaps,wwthew w relationshipwwwouldwwfarewwbetterwwwithwwlesswwgovernmentalwwintervention.wwT
hewwconceptswwofww―freedom‖wwtow w contractwwinwwthewwregulatorywwemploymentwwenvironmentwwa
ndwwnon-
competewwagreementswwarewwdiscussed.w w Sincewwthewwregulationswwandwwcasewwlawwwdiscussedwwi
nwwthiswwtextwwrelywwonwwanwwindividual‘swwclassificationwwasww anw w employerwworwwanwwemployee,w
wthosewwdefinitionswwarewwdelineatedwwandwwexplored.
LearningwwObjectives
(Clickwwonwwthewwiconwwfollowingwwthewwlearningwwobjectivewwtowwbewwlinkedwwtowwthewwlocationwwinwwtheww
outlinewherewwthewwchapterw w addresseswwthatwwparticularwwobjective.)
Atwwthewwconclusionwwofwwthiswwchapter,wwthewwstudentswwshouldwwbewwablewwto:
1. Describewwthewwbalancewwbetweenwwthewwfreedomwwtowwcontractwwandwwthewwcurren
twwregulatoryw w environmentwwforwwemployment.ww
2. Identifywwwhowwiswwsubjectwwtowwwhichwwemploymentwwlawswwandwwunderstandwwthewwimplication
wwofwweachofw w thesewwlawswwforwwbothwwthewwemployerwwandwwemployee.ww
3. Delineatewwthewwriskswwtowwthewwemployerwwcausedwwbywwemployeewwmisclassification.ww
4. Explainwwthewwdifferencewwbetweenwwandwwemployeewwandwwanwwindependentwwcontractorww
andwwthewwtestsw w thatwwhelpwwuswwinwwthatwwdetermination.ww
5. Articulatewwthewwvariouswwwayswwinwwwhichwwthewwconceptww―employer‖wwiswwdefinedwwb
ywwthewwvariousw w employment-relatedwwregulations.ww
6. Describewwthewwpermissiblewwparameterswwofwwnon-competewwagreements.ww
DetailedwwChapterwwOutline
Scenarios—PointswwforwwDiscussion
, ScenariowwOne:wwThiswwscenariowwofferswwanwwopportunitywwtowwreviewwwthewwdistinctionswwbetweenww
anw w employeewwandwwanwwindependentwwcontractorwwdiscussedwwinwwthewwchapterww(seeww―ThewwDe
finitionwwofw w Employee,‖wwparticularlywwExhibitsww1.3–1.5).wwDiscusswwthewwIRSww20-
factorwwanalysis,wwaswwitwwapplieswwtow w Dalia‘swwposition.wwInwwlightwwofwwthewwlowwwlevelwwofwwcontr
olwwthatwwDaliawwhadwwoverwwherwwfeeswwandwwherwwworkw w process,wwandwwthewwlimitswwuponwwherwwc
hoicewwofwwclients,wwstudentswwshouldwwcomewwtowwthewwconclusionwwthatw w Daliawwiswwanwwemployeeww
(therefore,wweligiblewwtowwfilewwanwwunemploymentwwclaim),wwratherwwthanwwanw w independentwwcon
tractor.
ScenariowwTwo:wwSorayawwwouldwwnotwwhavewwawwcausewwofwwactionwwthatwwwouldwwbewwrecognized
wwbywwthewwEEOC.w w Reviewwwthewwsectionww―ThewwDefinitionwwofww‗Employer‘‖wwwithwwstudents,wwan
dwwdiscusswwthewwrationalewwthatw w determineswwthewwstatuswwofwwawwsupervisorwwvis-à-viswwanti-
discriminationwwlegislation.wwBecausewwSorayawwisw w Soraya‘swwsupervisor,wwnotwwherwwemployer,ww
hewwcannotwwbewwthewwtargetwwofwwanwwEEOCwwclaimwwofwwsexualw w harassment.
CCC,wwSoraya‘swwemployer,wwwouldwwbewwvulnerablewwtowwanwwEEOCwwclaimwwifwwthewwcompanywwlack
edwworwwfailedtow w followwwawwsystemwwforwwemployeewwredresswwofwwdiscriminationwwgrievances.wwHo
wever,wwinwwthiswwcase,ww CCCw w appearswwtowwhavewwawwviablewwanti-
discriminationwwpolicywwthatwwitwwadheredwwtowwdiligently;wwconsequently,wwSorayaw w wouldwwbewwunli
kelywwtowwwinwwawwdecisionwwinwwherwwfavor.wwThewwcourtwwinwwWilliamswwv.wwBanningww(1995)wwofferedw
wthew w followingwwrationalewwforwwitswwdecisionwwinwwawwsimilarwwcase:
―Shewwhaswwanwwemployerwwwhowwwaswwsensitivewwandwwresponsivewwtowwherwwcomplaint.wwShew
wcanwwtakew w comfortwwinwwthewwknowledgewwthatwwshewwcontinueswwtowwworkww forwwthiswwcomp
any,wwwhilewwherwwharasserw w doeswwnotwwandwwthatwwthewwcompany'swwpromptwwactionwwiswwli
kelywwtowwdiscouragewwotherwwwouldwwbew w harassers.wwThiswwiswwpreciselywwthewwresultwwTitle
wwVIIwwwaswwmeantwwtowwachieve.‖
ScenariowwThree:wwStudentswwshouldwwdiscusswwwhetherwworwwnotwwMyawwnon-
competewwagreementwwiswwlikelywwtobew w foundwwreasonablewwbywwawwcourt,wwandwwelaboratewwtheww
aspectswwofwwthewwagreementwwthatwwMyawwmightwwcontestwwasw w unreasonableww(seewwsectionwwbelow,
ww―CovenantswwNotwwtowwCompete‖).wwDoeswwMyawwhavewwawwpersuasivew w argumentwwthatwwthewwter
mswwofwwherwwnon-competewwagreementwwarewwunreasonablewwinwwscopewworwwduration?
Mightwwshewwhavewwgroundswwtowwclaimwwthatwwthewwagreementwwprohibitswwherwwfromwwmakingwwaww livin
g?
Givenwwthewwdiversitywwofwwstatewwlawswwregulatingwwnon-
competewwagreements,wwdiscusswwthewwrangewwofwwlegalw w restrictionswwthatwwmightwwapplywwtowwMya
‘swwparticularwwagreementwwwithwwherwwemployer.wwAswwanwwemployeewhow w workswwacrosswwseveral
wwstates,wwMya‘swwdefensewwmaywwdependwwuponwwthewwpresence—andwwspecificw w language—
ofwwawwforumwwselectionwwclausewwinwwherwwnon-
competewwagreement.wwConsiderwwwhatwwlanguagew w wouldwwbewwmorewwlikelywwtowwprovidewwNanww
withwwawwstrongwwdefensewwagainstwwthewwbreachwwofwwcontractwwclaim.
Myawwmightwwalsowwarguewwthatwwthewwcompany‘swwclientwwlistwwiswwavailablewwthroughwwpublicwwmea
ns,wwandw w therefore,wwherwwaccesswwtowwthiswwlistwwshouldwwnotwwbewwprohibited.
GeneralwwLecturewwNotewwforwwEmploymentwwLawwwCourse
Inwworderwwtowwteachwwthiswwcourse,wwinstructorswwhavewwfoundwwthatwwstudentswwmustwwbewwmadewwtoww
feelwwrelativelyw w comfortablewwwithwwtheirwwpeers.wwInstructorswwwillwwbewwaskingwwthewwstudentswwt
owwbewwhonestwwandwwtowwstaywwinw w theirwwtruth,wwevenwwatwwtimeswwwhenwwtheywwfeelwwthatwwtheirww
opinionwwonwwonewwofwwthesewwmatterswwwillwwnotwwbe
Employment Law for Business, 10th Editio
ww ww ww ww ww
n,
Dawn Bennett-Alexander, Chapters 1 -
ww ww ww ww
16
ww
,TABLE OF CONTENTS
ww ww
Chapterww1wwThewwRegulationwwofwwEmployment
Chapterww2wwThewwEmploymentwwLawwwToolkit:wwResourceswwforwwUnderstandingwwthewwLaww w andwwR
ecurringwwLegalwwConcepts
Chapterww3wwTitlewwVIIwwofwwthewwCivilwwRightswwActwwofww1964
Chapterww4wwLegalwwConstructionwwofwwthewwEmploymentwwEnvironmentw w Chapterww5ww
AffirmativewwAction
Chapterww6wwRacewwandwwColorwwDiscriminationw w C
hapterww7wwNationalwwOriginwwDiscriminationw w Cha
pterww8wwGenderwwDiscriminationwww w Chapterww9ww
SexualwwHarassment
Chapterww10wwSexualwwOrientationwwandwwGenderwwIdentitywwDiscriminationw w Chapte
rww11wwReligiouswwDiscrimination
Chapterww12wwAgewwDiscriminationw w Chapterww
13wwDisabilitywwDiscrimination
Chapterww14wwThewwEmployee’swwRightwwtowwPrivacywwandwwManagementwwofwwPersonal
Information
Chapterww15wwLaborwwLawww857
Chapterww16wwSelectedwwEmploymentwwBenefitswwandwwProtections
Chapterww1
, ThewwRegulationwwofwwEmployment
ChapterwwObjective
Thewwstudentwwiswwintroducedwwtowwthewwregulatorywwenvironmentwwofwwthewwemploymentwwrelationsh
ip.wwThew w chapterwwexamineswwwhetherwwregulationwwiswwactuallywwnecessarywworwwbeneficialwworw
wif,wwperhaps,wwthew w relationshipwwwouldwwfarewwbetterwwwithwwlesswwgovernmentalwwintervention.wwT
hewwconceptswwofww―freedom‖wwtow w contractwwinwwthewwregulatorywwemploymentwwenvironmentwwa
ndwwnon-
competewwagreementswwarewwdiscussed.w w Sincewwthewwregulationswwandwwcasewwlawwwdiscussedwwi
nwwthiswwtextwwrelywwonwwanwwindividual‘swwclassificationwwasww anw w employerwworwwanwwemployee,w
wthosewwdefinitionswwarewwdelineatedwwandwwexplored.
LearningwwObjectives
(Clickwwonwwthewwiconwwfollowingwwthewwlearningwwobjectivewwtowwbewwlinkedwwtowwthewwlocationwwinwwtheww
outlinewherewwthewwchapterw w addresseswwthatwwparticularwwobjective.)
Atwwthewwconclusionwwofwwthiswwchapter,wwthewwstudentswwshouldwwbewwablewwto:
1. Describewwthewwbalancewwbetweenwwthewwfreedomwwtowwcontractwwandwwthewwcurren
twwregulatoryw w environmentwwforwwemployment.ww
2. Identifywwwhowwiswwsubjectwwtowwwhichwwemploymentwwlawswwandwwunderstandwwthewwimplication
wwofwweachofw w thesewwlawswwforwwbothwwthewwemployerwwandwwemployee.ww
3. Delineatewwthewwriskswwtowwthewwemployerwwcausedwwbywwemployeewwmisclassification.ww
4. Explainwwthewwdifferencewwbetweenwwandwwemployeewwandwwanwwindependentwwcontractorww
andwwthewwtestsw w thatwwhelpwwuswwinwwthatwwdetermination.ww
5. Articulatewwthewwvariouswwwayswwinwwwhichwwthewwconceptww―employer‖wwiswwdefinedwwb
ywwthewwvariousw w employment-relatedwwregulations.ww
6. Describewwthewwpermissiblewwparameterswwofwwnon-competewwagreements.ww
DetailedwwChapterwwOutline
Scenarios—PointswwforwwDiscussion
, ScenariowwOne:wwThiswwscenariowwofferswwanwwopportunitywwtowwreviewwwthewwdistinctionswwbetweenww
anw w employeewwandwwanwwindependentwwcontractorwwdiscussedwwinwwthewwchapterww(seeww―ThewwDe
finitionwwofw w Employee,‖wwparticularlywwExhibitsww1.3–1.5).wwDiscusswwthewwIRSww20-
factorwwanalysis,wwaswwitwwapplieswwtow w Dalia‘swwposition.wwInwwlightwwofwwthewwlowwwlevelwwofwwcontr
olwwthatwwDaliawwhadwwoverwwherwwfeeswwandwwherwwworkw w process,wwandwwthewwlimitswwuponwwherwwc
hoicewwofwwclients,wwstudentswwshouldwwcomewwtowwthewwconclusionwwthatw w Daliawwiswwanwwemployeeww
(therefore,wweligiblewwtowwfilewwanwwunemploymentwwclaim),wwratherwwthanwwanw w independentwwcon
tractor.
ScenariowwTwo:wwSorayawwwouldwwnotwwhavewwawwcausewwofwwactionwwthatwwwouldwwbewwrecognized
wwbywwthewwEEOC.w w Reviewwwthewwsectionww―ThewwDefinitionwwofww‗Employer‘‖wwwithwwstudents,wwan
dwwdiscusswwthewwrationalewwthatw w determineswwthewwstatuswwofwwawwsupervisorwwvis-à-viswwanti-
discriminationwwlegislation.wwBecausewwSorayawwisw w Soraya‘swwsupervisor,wwnotwwherwwemployer,ww
hewwcannotwwbewwthewwtargetwwofwwanwwEEOCwwclaimwwofwwsexualw w harassment.
CCC,wwSoraya‘swwemployer,wwwouldwwbewwvulnerablewwtowwanwwEEOCwwclaimwwifwwthewwcompanywwlack
edwworwwfailedtow w followwwawwsystemwwforwwemployeewwredresswwofwwdiscriminationwwgrievances.wwHo
wever,wwinwwthiswwcase,ww CCCw w appearswwtowwhavewwawwviablewwanti-
discriminationwwpolicywwthatwwitwwadheredwwtowwdiligently;wwconsequently,wwSorayaw w wouldwwbewwunli
kelywwtowwwinwwawwdecisionwwinwwherwwfavor.wwThewwcourtwwinwwWilliamswwv.wwBanningww(1995)wwofferedw
wthew w followingwwrationalewwforwwitswwdecisionwwinwwawwsimilarwwcase:
―Shewwhaswwanwwemployerwwwhowwwaswwsensitivewwandwwresponsivewwtowwherwwcomplaint.wwShew
wcanwwtakew w comfortwwinwwthewwknowledgewwthatwwshewwcontinueswwtowwworkww forwwthiswwcomp
any,wwwhilewwherwwharasserw w doeswwnotwwandwwthatwwthewwcompany'swwpromptwwactionwwiswwli
kelywwtowwdiscouragewwotherwwwouldwwbew w harassers.wwThiswwiswwpreciselywwthewwresultwwTitle
wwVIIwwwaswwmeantwwtowwachieve.‖
ScenariowwThree:wwStudentswwshouldwwdiscusswwwhetherwworwwnotwwMyawwnon-
competewwagreementwwiswwlikelywwtobew w foundwwreasonablewwbywwawwcourt,wwandwwelaboratewwtheww
aspectswwofwwthewwagreementwwthatwwMyawwmightwwcontestwwasw w unreasonableww(seewwsectionwwbelow,
ww―CovenantswwNotwwtowwCompete‖).wwDoeswwMyawwhavewwawwpersuasivew w argumentwwthatwwthewwter
mswwofwwherwwnon-competewwagreementwwarewwunreasonablewwinwwscopewworwwduration?
Mightwwshewwhavewwgroundswwtowwclaimwwthatwwthewwagreementwwprohibitswwherwwfromwwmakingwwaww livin
g?
Givenwwthewwdiversitywwofwwstatewwlawswwregulatingwwnon-
competewwagreements,wwdiscusswwthewwrangewwofwwlegalw w restrictionswwthatwwmightwwapplywwtowwMya
‘swwparticularwwagreementwwwithwwherwwemployer.wwAswwanwwemployeewhow w workswwacrosswwseveral
wwstates,wwMya‘swwdefensewwmaywwdependwwuponwwthewwpresence—andwwspecificw w language—
ofwwawwforumwwselectionwwclausewwinwwherwwnon-
competewwagreement.wwConsiderwwwhatwwlanguagew w wouldwwbewwmorewwlikelywwtowwprovidewwNanww
withwwawwstrongwwdefensewwagainstwwthewwbreachwwofwwcontractwwclaim.
Myawwmightwwalsowwarguewwthatwwthewwcompany‘swwclientwwlistwwiswwavailablewwthroughwwpublicwwmea
ns,wwandw w therefore,wwherwwaccesswwtowwthiswwlistwwshouldwwnotwwbewwprohibited.
GeneralwwLecturewwNotewwforwwEmploymentwwLawwwCourse
Inwworderwwtowwteachwwthiswwcourse,wwinstructorswwhavewwfoundwwthatwwstudentswwmustwwbewwmadewwtoww
feelwwrelativelyw w comfortablewwwithwwtheirwwpeers.wwInstructorswwwillwwbewwaskingwwthewwstudentswwt
owwbewwhonestwwandwwtowwstaywwinw w theirwwtruth,wwevenwwatwwtimeswwwhenwwtheywwfeelwwthatwwtheirww
opinionwwonwwonewwofwwthesewwmatterswwwillwwnotwwbe
