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SolutionManual h
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EmploymentLawforBusiness,10thEdition,
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j h
j h
j h
j j h
DawnBennett-Alexander,Chapters1-16
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j h
j h
j h
j h
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Distribution of this document is illegal
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jh jh jh jh jh jh jh jh jh jh
TABLE OF CONTENTS hj jh
Chapter 1 The Regulation of Employment
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Chapter 2 The Employment Law Toolkit: Resources for Understanding the Law and
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Recurring LegalConcepts
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Chapter 3 Title VII of the Civil Rights Act of 1964
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Chapter 4 Legal Construction of the Employment Environment
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jh Affirmative Action jh
Chapter 6 Race and Color Discrimination
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Chapter 7 National Origin Discrimination
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Chapter 8 Gender Discrimination Chapter 9
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jh Sexual Harassment
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Chapter 10 SexualOrientation and Gender Identity Discrimination Chapter11
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Religious Discrimination
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Chapter 12 Age Discrimination Chapter 13
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jDisabilityDiscrimination h
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Chapter 14 The Employee’s Right to Privacy and Management of Personal Information
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Chapter 15 Labor Law 857
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Chapter 16 Selected Employment Benefits and Protections
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Chapter 1 j h
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The Regulation of Employment j h j h j h
Chapter Objective jh
The student is introduced to the regulatory environment of the employment relationship.
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The chapter examines whether regulation is actually necessary or beneficial or if,
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perhaps, the relationship would fare better with less governmental intervention. The
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concepts of ―freedom‖ to contract in the regulatory employment environment and non-
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compete agreements are discussed. Since the regulations and case law discussed in this
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text rely on an individual‘s classification as an employer or an employee, those
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definitions are delineated and explored.
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Learning Objectives jh
(Click on the icon following the learning objective to be linked to the location in
j h jh j h j h jh j h j h j h j h j h jh j h j h j h
the outlinewhere the chapter
j h jh addresses that particular objective.) jh j h jh jh j h
At the conclusion of this chapter, the students should be able to:
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1. Describe the balance between the freedom to contract and the current jh j h j h j h jh j h jh j h jh j h
regulatory environment for employment.
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2. Identify who is subject to which employment laws and understand the implication of
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eachof these laws for both the employer and employee.
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3. Delineate the risks to the employer caused by employee misclassification. j h j h j h j h j h j h j h j h j h j h
4. Explain the difference between and employee and an independent contractor and
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the tests that help us in that determination.
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5. Articulate the various ways in which the concept ―employer‖ is defined by the jh jh jh jh jh jh jh jh jh jh jh jh
various employment-related regulations.
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6. Describe the permissible parameters of non-compete agreements. jh jh j h j h jh j h j h
Detailed Chapter Outline jh jh
Scenarios—Points for Discussion j h j h
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jh jh jh
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, Stuvia.com - The Marketplace to Buy and Sell your Study Material jh jh jh jh jh jh jh jh jh jh
Scenario One: This scenario offers an opportunity to review the distinctions between an
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employee and an independent contractor discussed in the chapter (see ―The Definition of
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Employee,‖ particularly Exhibits 1.3–1.5). Discuss the IRS 20-factor analysis, as it
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applies to Dalia‘s position. In light of the low level of control that Dalia had over her
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fees and her work process, and the limits upon her choice of clients, students should
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come to the conclusion that Dalia is an employee (therefore, eligible to file an
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unemployment claim), rather than an independent contractor.
jh jh jh jh jh jh
Scenario Two: Soraya would not have a cause of action that would be recognized by the jh jh jh jh jh jh jh jh jh jh jh jh jh jh jh
EEOC.
j h Review the section ―The Definition of ‗Employer‘‖ with students, and discuss the jh jh h
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j h
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j h
j h
j
rationale that
jh determines the status of a supervisor vis-à-vis anti-discrimination jh j h jh j h j h j h j h j h
legislation. Because Soraya is Soraya‘s supervisor, not her employer, he cannot be
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the target of an EEOC claim of sexual
jh jh harassment. jh jh jh jh j h j h
CCC, Soraya‘s employer, would be vulnerable to an EEOC claim if the company lacked or
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failedto follow a system for employee redress of discrimination grievances. However, in
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this case, CCC
jh appears to have a viable anti-discrimination policy that
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it adhered to diligently; consequently, Soraya would be unlikely to win a decision in
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her favor. The court in Williams v. Banning (1995) offered the
jh jh following rationale jh jh jh jh jh jh jh jh jh jh
for its decision in a similar case:
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―She has an employer who was sensitive and responsive to her complaint. She can take
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comfort in the knowledge that she continues to work for this company, while her
j h jh jh jh jh jh jh jh jh jh jh jh jh h
j
harasser does not and that the company's prompt action is likely to
j h jh jh jh jh jh jh jh jh jh jh
discourage other would be harassers. This is precisely the result Title VII was
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meant to achieve.‖jh j h j h
Scenario Three: Students should discuss whether or not Mya non-compete agreement is likely
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tobe found reasonable by a court, and elaborate the aspects of the agreement that Mya
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might contest as
jh unreasonable (see section below, ―Covenants Not to Compete‖).
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Does Mya have a persuasive argument that the terms of her non-compete agreement
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are unreasonable in scope or duration?
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Might she have grounds to claim that the agreement prohibits her from making a living?
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Given the diversity of state laws regulating non-compete agreements, discuss the range
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of legal
jh jhrestrictions that might apply to Mya‘s particular agreement with her jh jh jh jh jh jh jh jh jh
employer. As an employeewho
jh works across several states, Mya‘s defense may jh jh j h jh jh jh jh jh jh
depend upon the presence—and specific
jh language—of a forum selection clause in
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her non-compete agreement. Consider what language would be more likely to provide
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Nan with a strong defense against the breach of contract claim.
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Mya might also argue that the company‘s client list is available through public means,
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and therefore, her access to this list should not be prohibited.
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j jh jh jh jh jh jh jh jh jh
General Lecture Note for Employment Law Course j h j h j h j h j h j h
In order to teach this course, instructors have found that students must be made to feel
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relatively comfortable with their peers. Instructors will be asking the students to be
jh jh jh jh jh jh jh jh jh jh jh jh
honest and to stay in their truth, even at times when they feel that their opinion
jh j h jh j h j h jh jh jh jh jh jh jh jh jh jh
on one of these matters will not be
jh jh jh jh jh jh jh jh
Downloaded by: Bookista | jh jh jh jh Want to earn $1.236 jh jh jh
Distribution of this document is illegal jh jh jh jh jh extra per year? jh jh
jh jh jh jh jh jh jh jh jh jh
SolutionManual h
j
EmploymentLawforBusiness,10thEdition,
h
j h
j h
j h
j h
j j h
DawnBennett-Alexander,Chapters1-16
h
j h
j h
j h
j h
j
Downloaded by: Bookista |
jh jh jh jh Want to earn $1.236
jh jh jh
Distribution of this document is illegal
jh jh jh jh jh extra per year?
jh jh
, Stuvia.com - The Marketplace to Buy and Sell your Study Material
jh jh jh jh jh jh jh jh jh jh
TABLE OF CONTENTS hj jh
Chapter 1 The Regulation of Employment
j h j h j h jh j h
Chapter 2 The Employment Law Toolkit: Resources for Understanding the Law and
jh jh j h j h jh jh j h jh jh j h
Recurring LegalConcepts
jh jh h
j
Chapter 3 Title VII of the Civil Rights Act of 1964
jh jh jh jh jh jh jh jh jh jh
Chapter 4 Legal Construction of the Employment Environment
jh jh jh jh jh jh jh j h Chapter 5 jh
jh Affirmative Action jh
Chapter 6 Race and Color Discrimination
jh jh jh jh h
j
Chapter 7 National Origin Discrimination
jh jh jh jh jh
Chapter 8 Gender Discrimination Chapter 9
jh h
j h
j h
j h
j
jh Sexual Harassment
h
j
Chapter 10 SexualOrientation and Gender Identity Discrimination Chapter11
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j jh h
j h
j h
j jh jh j h h
j
Religious Discrimination
jh jh
Chapter 12 Age Discrimination Chapter 13
jh jh jh j h h
j
h
jDisabilityDiscrimination h
j
Chapter 14 The Employee’s Right to Privacy and Management of Personal Information
jh jh jh j h jh jh jh jh jh jh jh
Chapter 15 Labor Law 857
jh jh jh jh
Chapter 16 Selected Employment Benefits and Protections
jh jh jh jh jh jh
Chapter 1 j h
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jh jh jh
Distribution of this document is illegal jh jh jh jh jh extra per year?
jh jh
, Stuvia.com - The Marketplace to Buy and Sell your Study Material
jh jh jh jh jh jh jh jh jh jh
The Regulation of Employment j h j h j h
Chapter Objective jh
The student is introduced to the regulatory environment of the employment relationship.
jh jh jh jh jh jh jh jh jh jh jh
The chapter examines whether regulation is actually necessary or beneficial or if,
jh jh jh jh jh jh jh jh jh jh jh
perhaps, the relationship would fare better with less governmental intervention. The
jh jh h
j jh h
j h
j jh h
j h
j jh
concepts of ―freedom‖ to contract in the regulatory employment environment and non-
jh jh jh jh jh jh jh jh j h jh j h
compete agreements are discussed. Since the regulations and case law discussed in this
jh jh jh jh j h jh jh jh jh jh jh j h
text rely on an individual‘s classification as an employer or an employee, those
jh jh jh jh jh jh jh j h jh jh jh jh
definitions are delineated and explored.
jh jh jh jh jh
Learning Objectives jh
(Click on the icon following the learning objective to be linked to the location in
j h jh j h j h jh j h j h j h j h j h jh j h j h j h
the outlinewhere the chapter
j h jh addresses that particular objective.) jh j h jh jh j h
At the conclusion of this chapter, the students should be able to:
jh jh j h jh jh jh j h jh j h jh jh
1. Describe the balance between the freedom to contract and the current jh j h j h j h jh j h jh j h jh j h
regulatory environment for employment.
jh jh h
j jh
2. Identify who is subject to which employment laws and understand the implication of
j h j h j h jh jh j h j h j h j h jh jh j h
eachof these laws for both the employer and employee.
jh jh jh jh jh jh jh jh jh
3. Delineate the risks to the employer caused by employee misclassification. j h j h j h j h j h j h j h j h j h j h
4. Explain the difference between and employee and an independent contractor and
jh jh jh jh jh jh jh jh jh jh
the tests that help us in that determination.
jh j h jh jh jh jh jh jh
5. Articulate the various ways in which the concept ―employer‖ is defined by the jh jh jh jh jh jh jh jh jh jh jh jh
various employment-related regulations.
jh h
j j h
6. Describe the permissible parameters of non-compete agreements. jh jh j h j h jh j h j h
Detailed Chapter Outline jh jh
Scenarios—Points for Discussion j h j h
Downloaded by: Bookista | jh jh jh jh Want to earn $1.236
jh jh jh
Distribution of this document is illegal jh jh jh jh jh extra per year? jh jh
, Stuvia.com - The Marketplace to Buy and Sell your Study Material jh jh jh jh jh jh jh jh jh jh
Scenario One: This scenario offers an opportunity to review the distinctions between an
jh jh jh jh jh jh jh jh jh jh jh jh
employee and an independent contractor discussed in the chapter (see ―The Definition of
h
j jh jh jh jh jh jh jh jh jh jh jh jh
Employee,‖ particularly Exhibits 1.3–1.5). Discuss the IRS 20-factor analysis, as it
j h jh jh jh jh jh jh jh jh jh jh
applies to Dalia‘s position. In light of the low level of control that Dalia had over her
j h jh jh jh jh jh jh jh jh jh jh jh jh jh jh
fees and her work process, and the limits upon her choice of clients, students should
jh jh jh jh j h jh jh jh jh jh jh jh jh jh jh
come to the conclusion that Dalia is an employee (therefore, eligible to file an
jh jh jh jh jh jh jh jh jh jh jh jh jh
unemployment claim), rather than an independent contractor.
jh jh jh jh jh jh
Scenario Two: Soraya would not have a cause of action that would be recognized by the jh jh jh jh jh jh jh jh jh jh jh jh jh jh jh
EEOC.
j h Review the section ―The Definition of ‗Employer‘‖ with students, and discuss the jh jh h
j jh h
j h
j jh jh h
j h
j h
j
rationale that
jh determines the status of a supervisor vis-à-vis anti-discrimination jh j h jh j h j h j h j h j h
legislation. Because Soraya is Soraya‘s supervisor, not her employer, he cannot be
jh jh jh jh j h j h j h j h j h j h j h
the target of an EEOC claim of sexual
jh jh harassment. jh jh jh jh j h j h
CCC, Soraya‘s employer, would be vulnerable to an EEOC claim if the company lacked or
jh jh jh jh jh jh jh jh jh jh jh jh jh jh
failedto follow a system for employee redress of discrimination grievances. However, in
h
j jh jh jh jh jh jh jh jh jh jh
this case, CCC
jh appears to have a viable anti-discrimination policy that
j h j h jh jh jh jh jh jh jh
it adhered to diligently; consequently, Soraya would be unlikely to win a decision in
jh jh jh jh j h jh jh jh jh jh jh jh jh
her favor. The court in Williams v. Banning (1995) offered the
jh jh following rationale jh jh jh jh jh jh jh jh jh jh
for its decision in a similar case:
jh jh jh jh jh jh jh
―She has an employer who was sensitive and responsive to her complaint. She can take
jh jh jh jh jh jh jh jh jh jh jh jh jh jh
comfort in the knowledge that she continues to work for this company, while her
j h jh jh jh jh jh jh jh jh jh jh jh jh h
j
harasser does not and that the company's prompt action is likely to
j h jh jh jh jh jh jh jh jh jh jh
discourage other would be harassers. This is precisely the result Title VII was
jh jh jh jh jh jh jh jh jh jh jh jh
meant to achieve.‖jh j h j h
Scenario Three: Students should discuss whether or not Mya non-compete agreement is likely
jh jh jh jh jh jh jh jh jh jh jh jh
tobe found reasonable by a court, and elaborate the aspects of the agreement that Mya
jh jh jh jh jh jh jh jh jh jh jh jh jh jh
might contest as
jh unreasonable (see section below, ―Covenants Not to Compete‖).
jh jh jh h
j jh jh h
j jh h
j
Does Mya have a persuasive argument that the terms of her non-compete agreement
jh jh jh jh j h jh j h j h jh j h j h
are unreasonable in scope or duration?
j h jh jh jh jh jh
Might she have grounds to claim that the agreement prohibits her from making a living?
jh jh jh jh jh jh jh jh jh jh jh jh jh j h
Given the diversity of state laws regulating non-compete agreements, discuss the range
j h j h jh j h j h j h j h jh jh j h j h
of legal
jh jhrestrictions that might apply to Mya‘s particular agreement with her jh jh jh jh jh jh jh jh jh
employer. As an employeewho
jh works across several states, Mya‘s defense may jh jh j h jh jh jh jh jh jh
depend upon the presence—and specific
jh language—of a forum selection clause in
jh jh jh jh jh jh jh jh jh
her non-compete agreement. Consider what language would be more likely to provide
jh jh jh jh jh jh jh jh jh jh jh
Nan with a strong defense against the breach of contract claim.
jh jh jh jh jh jh jh jh jh jh jh
Mya might also argue that the company‘s client list is available through public means,
jh jh jh jh jh jh jh jh jh jh jh jh jh
and therefore, her access to this list should not be prohibited.
h
j jh jh jh jh jh jh jh jh jh
General Lecture Note for Employment Law Course j h j h j h j h j h j h
In order to teach this course, instructors have found that students must be made to feel
jh jh jh j h j h j h jh j h jh jh jh jh j h jh jh
relatively comfortable with their peers. Instructors will be asking the students to be
jh jh jh jh jh jh jh jh jh jh jh jh
honest and to stay in their truth, even at times when they feel that their opinion
jh j h jh j h j h jh jh jh jh jh jh jh jh jh jh
on one of these matters will not be
jh jh jh jh jh jh jh jh
Downloaded by: Bookista | jh jh jh jh Want to earn $1.236 jh jh jh
Distribution of this document is illegal jh jh jh jh jh extra per year? jh jh
