Employment Discrimination Law: Problems, Cases and Critical Perspectives
Janis McDonald, Syracuse University College of Law
Frank S. Ravitch, Michigan State University College of Law
Pamela Sumners, Esquire, City at Peace, Chicago

ISBN-10: 0139748660
ISBN-13: 9780139748660

Publisher: Prentice Hall
Copyright: 2006
Format: Cloth; 456 pp
Published: 05/05/2005

Suggested retail price: $89.40
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For undergraduate/graduate courses in Employment Law and introductory paralegal courses.

Integrating cases, theory, and commentary, this up-to-date text provides students with a detailed discussion of the important issues in employment discrimination law. It gives students at all levels access to the key cases and statutes in this area, to useful hypotheticals, and to some of the latest thinking on these topics.

 

For undergraduate/graduate courses in Employment Law and introductory paralegal courses.

Integrating cases, theory, and commentary, this up-to-date text provides students with a detailed discussion of the important issues in employment discrimination law. It gives students at all levels access to the key cases and statutes in this area, to useful hypotheticals, and to some of the latest thinking on these topics.

  • In-depth analysis of the “new” and pervasive aspects of employment discrimination law–i.e., workplace harassment; and the ADA, affirmative action, and recent developments in “disparate treatment” law.

    •  Students are able to gain in-depth knowledge on cutting-edge fields of study.

  • Focus on currently relevant issues.

    • Supplies students with the topics in the field that matter most today, and are also the most fascinating.

  • Combination of leading articles and book excerpts.

    • Integrates cases with broader thinking on the subjects and provides perspectives on key issues in the field that may help students to better understand the material. Allows instructors to integrate theoretical debates in the field without having to go through the time and expense of creating large supplemental readings.

  • Use of case methods in many places–Interspersed with significant use of detailed hypotheticals.

    • Enables students to directly interact with the law through the cases that drive it, while hypotheticals allow students to take what they learn and apply it to detailed and realistic scenarios that will add to their understanding of the material.

  • Procedural chapter.

    • Explains EEOC procedures and practices as well as other relevant procedures and practices.

I. SOLVING THE PROBLEM: THE MEANING OF DISCRIMINATION.

 1. The Goals of Antidiscrimination Laws.

 2.The U.S. Supreme Court Interpretation of Title VII of the Civil Rights Act of 1964 and the Stages of Proof of a “Disparate Treatment” International Discrimination Claim.

 3. Proving the Substance of a Disparate Treatment Claim of Intentional Discrimination.

 4. Workplace Harassment.

 5. Employer Liability for Harassment by Supervisors or Co-Workers.

 6. Protecting the Witnesses and Claimants against Intentional Employer Retaliation: A Separate Claim.

 7. Intentional Discrimination to Remediate Past, Current or Potential Discrimination: Affirmative Action Plans Under Title VII of the Civil Rights Act of 1964.

II. ALLOCATING RESPONSIBILITY FOR UNINTENTED DISCRIMINATION.

 8. Disparate Impact: Title VII and the Recognition of a Disparate Impact Claim.

III. WHO AND WHAT SHOULD BE PROTECTED BY ANTIDISCRIMINATION LAWS?

 9. Sexonomics and the Glass Ceiling.

10. National Origin Discrimination: Discrimination against Native Americans.

11. Special Issues Relating to Religious Discrimination.

12. Additional Federal Antidiscrimination Statutes: Race Discrimination in Contractual Relations 42 U.S.C. section 1981) and the Age Discrimination in Employment Act of 1967 (ADEA).

13. The Americans with Disabilities Act of 1990 Part I: What Disabilities Are Covered?

14. The Americans with Disabilities Act of 1990 Part II: Employee Qualifications and Employer Obligations to Provide Reasonable Accommodation.

IV. PROCEDURAL ISSUES RELATED TO EEOC REGULATIONS AND JUDICIAL INTERPRETATIONS.

15. Procedural Issues and the Exhaustion of Administrative Remedies Requirement.

16. Rights of Public Employees.

V. CONCLUSION.

17. The Future of Antidiscrimination Efforts.

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Pearson Higher Education offers special pricing when you choose to package your text with other student resources. If you're interested in creating a cost-saving package for your students contact your Pearson Higher Education representative.


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