SolutionManual
c
EmploymentLawforBusiness,10thEdition,
c c c c c
DawnBennett-Alexander,Chapters1-16
c c c c c
,TABLEOFCONTENTS c c
Chapter1TheRegulationofEmployment
c c c c c
Chapter2The EmploymentLawToolkit:Resources forUnderstandingthe Law andRecurringLegal
c c c c c c c c c c c c c
Concepts
c
Chapter3TitleVIIofthe CivilRightsActof1964
c c c c c c c c c c
Chapter4LegalConstructionoftheEmploymentEnvironment Chapter5Affirmative
c c c c c c c c c c
Action
c
Chapter6RaceandColorDiscrimination Chapter7
c c c c c c c
NationalOriginDiscrimination Chapter8Gender
c c c c c c
Discrimination Chapter9SexualHarassment
c c c c c c
Chapter10SexualOrientationandGenderIdentityDiscrimination Chapter11Religious
c c c c c c c c c c
Discrimination
c
Chapter12AgeDiscrimination Chapter13
c c c c c
DisabilityDiscrimination
c c
Chapter14TheEmployee’sRighttoPrivacyandManagementofPersonal
c c c c c c c c c c
Information
Chapter15 LaborLaw857
c c c c
Chapter16SelectedEmploymentBenefitsandProtections
c c c c c c
Chapter1 c
, TheRegulation ofEmployment c c c
ChapterObjective c
The studentisintroducedtotheregulatory environmentoftheemploymentrelationship.The chapter
c c c c c c c c c c c c c
examineswhetherregulation isactually necessary orbeneficial or if,perhaps,the relationshipwould
c c c c c c c c c c c c c c
farebetterwithlessgovernmentalintervention.Theconceptsof―freedom‖to contractinthe
c c c c c c c c c c c c c c
regulatoryemploymentenvironmentandnon-compete agreementsarediscussed. Since the
c c c c c c c c c c
regulations andcase law discussed in this text rely on an individual‘s classification as an employeror
c c c c c c c c c c c c c c c c c
an employee,those definitions aredelineated and explored.
c c c c c c c c
LearningObjectives c
(Click onthe icon followingthe learning objective to be linkedtothe location inthe outlinewherethe chapter
c c c c c c c c c c c c c c c c c c
caddressesthatparticularobjective.) c c c
Attheconclusion ofthischapter,the studentsshould beableto:
c c c c c c c c c c c
1. Describethebalancebetween thefreedom tocontract andthecurrent regulatory c c c c c c c c c c c
environmentforemployment.
c c c c
2. Identifywhoissubjecttowhichemploymentlawsand understandtheimplicationofeachof these
c c c c c c c c c c c c c c
lawsforboth theemployer andemployee.
c c c c c c c c
3. Delineatethe riskstotheemployercaused byemployeemisclassification. c c c c c c c c c c
4. Explain thedifferencebetween andemployee andan independent contractorandthetests
c c c c c c c c c c c c
thathelp usin that determination.
c c c c c c c
5. Articulatethevariouswaysinwhichtheconcept―employer‖isdefinedbythevarious c c c c c c c c c c c c c
employment-relatedregulations.
c c c
6. Describethepermissible parametersofnon-competeagreements. c c c c c c c
DetailedChapterOutline c c
Scenarios—PointsforDiscussion c c
, ScenarioOne:Thisscenariooffersanopportunitytoreviewthedistinctionsbetweenan employeeand c c c c c c c c c c c c c c
anindependentcontractordiscussedinthechapter(see―TheDefinitionof Employee,‖particularly
c c c c c c c c c c c c c
Exhibits 1.3–1.5).Discuss the IRS 20-factor analysis, as it applies to Dalia‘s position. In lightofthe low
c c c c c c c c c c c c c c c c c c
level ofcontrolthatDaliahad overherfees andher work process, andthelimits upon herchoice of
c c c c c c c c c c c c c c c c c c c c
clients,studentsshould cometotheconclusion that Daliaisan employee(therefore,eligible to file an
c c c c c c c c c c c c c c c c c
unemploymentclaim), ratherthan an independentcontractor.
c c c c c c c
ScenarioTwo:Sorayawouldnothaveacauseofactionthatwouldberecognized bytheEEOC. Review c c c c c c c c c c c c c c c c c
thesection―TheDefinitionof‗Employer‘‖withstudents,anddiscusstherationalethat determinesthe
c c c c c c c c c c c c c c c
statusofa supervisor vis-à-visanti-discrimination legislation. Because Sorayais Soraya‘s supervisor,
c c c c c c c c c c c c
not her employer, he cannot bethe target ofan EEOCclaim of sexual harassment.
c c c c c c c c c c c c c c c
CCC,Soraya‘semployer, wouldbevulnerable to anEEOC claim ifthecompany lackedor failedto follow
c c c c c c c c c c c c c c c c
asystem foremployeeredressofdiscrimination grievances.However,inthiscase, CCC appearstohave
c c c c c c c c c c c c c c c c
aviable anti-discriminationpolicythat it adheredto diligently; consequently, Soraya would be unlikely
c c c c c c c c c c c c c c
to winadecisioninherfavor. Thecourtin Williams v. Banning (1995) offeredthe following rationale for its
c c c c c c c c c c c c c c c c c c c c
decision in asimilar case:
c c c c c
―Shehasanemployerwhowassensitiveandresponsivetohercomplaint.Shecantake comfort c c c c c c c c c c c c c c c
intheknowledgethatshecontinuestowork forthis company,while herharasser doesnot and
c c c c c c c c c c c c c c c c c
thatthecompany'sprompt action islikely to discourage other would be harassers. This is
c c c c c c c c c c c c c c c
preciselytheresult Title VII wasmeanttoachieve.‖
c c c c c c c c c
ScenarioThree:StudentsshoulddiscusswhetherornotMyanon-competeagreementislikelytobe found c c c c c c c c c c c c c c
reasonableby acourt, and elaboratethe aspectsofthe agreement thatMyamight contestas
c c c c c c c c c c c c c c c c
cunreasonable(seesectionbelow,―CovenantsNottoCompete‖).DoesMyahaveapersuasive c c c c c c c c c c c c
cargumentthatthetermsofher non-compete agreementare unreasonablein scopeor duration? c c c c c c c c c c c c c
Might shehave grounds toclaim thatthe agreementprohibitsherfrommakinga living?
c c c c c c c c c c c c c c
Given the diversityof state lawsregulatingnon-competeagreements,discusstherangeoflegal
c c c c c c c c c c c c c
crestrictions thatmight apply toMya‘sparticular agreement with her employer. As an employeewho c c c c c c c c c c c c c
cworks across several states, Mya‘s defense may depend upon the presence—andspecific
c c c c c c c c c c c
language—ofaforumselectionclause in hernon-compete agreement.Consider whatlanguage would
c c c c c c c c c c c c c
bemorelikelytoprovide Nanwith astrongdefense against thebreach ofcontract claim.
c c c c c c c c c c c c c c c c
Myamight alsoargue thatthecompany‘s clientlist is available through publicmeans,and therefore,
c c c c c c c c c c c c c c c
heraccesstothis list should not beprohibited.
c c c c c c c c c
General LectureNoteforEmploymentLawCourse c c c c c c
Inordertoteach thiscourse,instructorshave foundthatstudentsmustbemadetofeel relatively
c c c c c c c c c c c c c c c c
ccomfortablewith theirpeers.Instructorswill be askingthe studentsto behonest andto stay in their c c c c c c c c c c c c c c c c c
truth,even at times when theyfeelthattheiropinion on one ofthese matterswill not be
c c c c c c c c c c c c c c c c c c
c
EmploymentLawforBusiness,10thEdition,
c c c c c
DawnBennett-Alexander,Chapters1-16
c c c c c
,TABLEOFCONTENTS c c
Chapter1TheRegulationofEmployment
c c c c c
Chapter2The EmploymentLawToolkit:Resources forUnderstandingthe Law andRecurringLegal
c c c c c c c c c c c c c
Concepts
c
Chapter3TitleVIIofthe CivilRightsActof1964
c c c c c c c c c c
Chapter4LegalConstructionoftheEmploymentEnvironment Chapter5Affirmative
c c c c c c c c c c
Action
c
Chapter6RaceandColorDiscrimination Chapter7
c c c c c c c
NationalOriginDiscrimination Chapter8Gender
c c c c c c
Discrimination Chapter9SexualHarassment
c c c c c c
Chapter10SexualOrientationandGenderIdentityDiscrimination Chapter11Religious
c c c c c c c c c c
Discrimination
c
Chapter12AgeDiscrimination Chapter13
c c c c c
DisabilityDiscrimination
c c
Chapter14TheEmployee’sRighttoPrivacyandManagementofPersonal
c c c c c c c c c c
Information
Chapter15 LaborLaw857
c c c c
Chapter16SelectedEmploymentBenefitsandProtections
c c c c c c
Chapter1 c
, TheRegulation ofEmployment c c c
ChapterObjective c
The studentisintroducedtotheregulatory environmentoftheemploymentrelationship.The chapter
c c c c c c c c c c c c c
examineswhetherregulation isactually necessary orbeneficial or if,perhaps,the relationshipwould
c c c c c c c c c c c c c c
farebetterwithlessgovernmentalintervention.Theconceptsof―freedom‖to contractinthe
c c c c c c c c c c c c c c
regulatoryemploymentenvironmentandnon-compete agreementsarediscussed. Since the
c c c c c c c c c c
regulations andcase law discussed in this text rely on an individual‘s classification as an employeror
c c c c c c c c c c c c c c c c c
an employee,those definitions aredelineated and explored.
c c c c c c c c
LearningObjectives c
(Click onthe icon followingthe learning objective to be linkedtothe location inthe outlinewherethe chapter
c c c c c c c c c c c c c c c c c c
caddressesthatparticularobjective.) c c c
Attheconclusion ofthischapter,the studentsshould beableto:
c c c c c c c c c c c
1. Describethebalancebetween thefreedom tocontract andthecurrent regulatory c c c c c c c c c c c
environmentforemployment.
c c c c
2. Identifywhoissubjecttowhichemploymentlawsand understandtheimplicationofeachof these
c c c c c c c c c c c c c c
lawsforboth theemployer andemployee.
c c c c c c c c
3. Delineatethe riskstotheemployercaused byemployeemisclassification. c c c c c c c c c c
4. Explain thedifferencebetween andemployee andan independent contractorandthetests
c c c c c c c c c c c c
thathelp usin that determination.
c c c c c c c
5. Articulatethevariouswaysinwhichtheconcept―employer‖isdefinedbythevarious c c c c c c c c c c c c c
employment-relatedregulations.
c c c
6. Describethepermissible parametersofnon-competeagreements. c c c c c c c
DetailedChapterOutline c c
Scenarios—PointsforDiscussion c c
, ScenarioOne:Thisscenariooffersanopportunitytoreviewthedistinctionsbetweenan employeeand c c c c c c c c c c c c c c
anindependentcontractordiscussedinthechapter(see―TheDefinitionof Employee,‖particularly
c c c c c c c c c c c c c
Exhibits 1.3–1.5).Discuss the IRS 20-factor analysis, as it applies to Dalia‘s position. In lightofthe low
c c c c c c c c c c c c c c c c c c
level ofcontrolthatDaliahad overherfees andher work process, andthelimits upon herchoice of
c c c c c c c c c c c c c c c c c c c c
clients,studentsshould cometotheconclusion that Daliaisan employee(therefore,eligible to file an
c c c c c c c c c c c c c c c c c
unemploymentclaim), ratherthan an independentcontractor.
c c c c c c c
ScenarioTwo:Sorayawouldnothaveacauseofactionthatwouldberecognized bytheEEOC. Review c c c c c c c c c c c c c c c c c
thesection―TheDefinitionof‗Employer‘‖withstudents,anddiscusstherationalethat determinesthe
c c c c c c c c c c c c c c c
statusofa supervisor vis-à-visanti-discrimination legislation. Because Sorayais Soraya‘s supervisor,
c c c c c c c c c c c c
not her employer, he cannot bethe target ofan EEOCclaim of sexual harassment.
c c c c c c c c c c c c c c c
CCC,Soraya‘semployer, wouldbevulnerable to anEEOC claim ifthecompany lackedor failedto follow
c c c c c c c c c c c c c c c c
asystem foremployeeredressofdiscrimination grievances.However,inthiscase, CCC appearstohave
c c c c c c c c c c c c c c c c
aviable anti-discriminationpolicythat it adheredto diligently; consequently, Soraya would be unlikely
c c c c c c c c c c c c c c
to winadecisioninherfavor. Thecourtin Williams v. Banning (1995) offeredthe following rationale for its
c c c c c c c c c c c c c c c c c c c c
decision in asimilar case:
c c c c c
―Shehasanemployerwhowassensitiveandresponsivetohercomplaint.Shecantake comfort c c c c c c c c c c c c c c c
intheknowledgethatshecontinuestowork forthis company,while herharasser doesnot and
c c c c c c c c c c c c c c c c c
thatthecompany'sprompt action islikely to discourage other would be harassers. This is
c c c c c c c c c c c c c c c
preciselytheresult Title VII wasmeanttoachieve.‖
c c c c c c c c c
ScenarioThree:StudentsshoulddiscusswhetherornotMyanon-competeagreementislikelytobe found c c c c c c c c c c c c c c
reasonableby acourt, and elaboratethe aspectsofthe agreement thatMyamight contestas
c c c c c c c c c c c c c c c c
cunreasonable(seesectionbelow,―CovenantsNottoCompete‖).DoesMyahaveapersuasive c c c c c c c c c c c c
cargumentthatthetermsofher non-compete agreementare unreasonablein scopeor duration? c c c c c c c c c c c c c
Might shehave grounds toclaim thatthe agreementprohibitsherfrommakinga living?
c c c c c c c c c c c c c c
Given the diversityof state lawsregulatingnon-competeagreements,discusstherangeoflegal
c c c c c c c c c c c c c
crestrictions thatmight apply toMya‘sparticular agreement with her employer. As an employeewho c c c c c c c c c c c c c
cworks across several states, Mya‘s defense may depend upon the presence—andspecific
c c c c c c c c c c c
language—ofaforumselectionclause in hernon-compete agreement.Consider whatlanguage would
c c c c c c c c c c c c c
bemorelikelytoprovide Nanwith astrongdefense against thebreach ofcontract claim.
c c c c c c c c c c c c c c c c
Myamight alsoargue thatthecompany‘s clientlist is available through publicmeans,and therefore,
c c c c c c c c c c c c c c c
heraccesstothis list should not beprohibited.
c c c c c c c c c
General LectureNoteforEmploymentLawCourse c c c c c c
Inordertoteach thiscourse,instructorshave foundthatstudentsmustbemadetofeel relatively
c c c c c c c c c c c c c c c c
ccomfortablewith theirpeers.Instructorswill be askingthe studentsto behonest andto stay in their c c c c c c c c c c c c c c c c c
truth,even at times when theyfeelthattheiropinion on one ofthese matterswill not be
c c c c c c c c c c c c c c c c c c
