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Instructor solution manual for employment law for business 10th edition Dawn Bennett-Alexander.pdf
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Instructor solution manual for employment law for business 10th edition Dawn Bennett-A
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SolutionManual6Employment Law for Business, 10th Edition,
6 6 6 6 6
Dawn Bennett-Alexander, Chapters 1 - 16
6 6 6 6 6
,TABLE OF CONTENTS
6 6
Chapter616The6Regulation6of6Employment
Chapter626The6Employment6Law6Toolkit:6Resources6for6Understanding6the6Law6 and6Recurring6Le
gal6Concepts
Chapter636Title6VII6of6the6Civil6Rights6Act6of61964
Chapter646Legal6Construction6of6the6Employment6Environment6 Chapter656Affirmativ
e6Action
Chapter666Race6and6Color6Discrimination6 Chapte
r676National6Origin6Discrimination6 Chapter686Ge
nder6Discrimination66 Chapter696Sexual6Harassme
nt
Chapter6106Sexual6Orientation6and6Gender6Identity6Discrimination6 Chapter6116Rel
igious6Discrimination
Chapter6126Age6Discrimination6 Chapter6136Di
sability6Discrimination
Chapter6146The6Employee’s6Right6to6Privacy6and6Management6of6Personal
Information
Chapter6156Labor6Law6857
Chapter6166Selected6Employment6Benefits6and6Protections
Chapter61
, The6Regulation6of6Employment
Chapter6Objective
The6student6is6introduced6to6the6regulatory6environment6of6the6employment6relationship.6The6 ch
apter6examines6whether6regulation6is6actually6necessary6or6beneficial6or6if,6perhaps,6the6 relati
onship6would6fare6better6with6less6governmental6intervention.6The6concepts6of6―freedom‖6to6 c
ontract6in6the6regulatory6employment6environment6and6non-
compete6agreements6are6discussed.6 Since6the6regulations6and6case6law6discussed6in6this6text6r
ely6on6an6individual‘s6classification6as6 an6 employer6or6an6employee,6those6definitions6are6deli
neated6and6explored.
Learning6Objectives
(Click6on6the6icon6following6the6learning6objective6to6be6linked6to6the6location6in6the6outlinewhere6t
he6chapter6 addresses6that6particular6objective.)
At6the6conclusion6of6this6chapter,6the6students6should6be6able6to:
1. Describe6the6balance6between6the6freedom6to6contract6and6the6current6regulato
ry6 environment6for6employment.6
2. Identify6who6is6subject6to6which6employment6laws6and6understand6the6implication6of6eachof
6 these6laws6for6both6the6employer6and6employee.6
3. Delineate6the6risks6to6the6employer6caused6by6employee6misclassification.6
4. Explain6the6difference6between6and6employee6and6an6independent6contractor6and6the6t
ests6 that6help6us6in6that6determination.6
5. Articulate6the6various6ways6in6which6the6concept6―employer‖6is6defined6by6the6vario
us6 employment-related6regulations.6
6. Describe6the6permissible6parameters6of6non-compete6agreements.6
Detailed6Chapter6Outline
Scenarios—Points6for6Discussion
, Scenario6One:6This6scenario6offers6an6opportunity6to6review6the6distinctions6between6an6 employ
ee6and6an6independent6contractor6discussed6in6the6chapter6(see6―The6Definition6of6 Employee,‖6
particularly6Exhibits61.3–1.5).6Discuss6the6IRS620-
factor6analysis,6as6it6applies6to6 Dalia‘s6position.6In6light6of6the6low6level6of6control6that6Dalia6ha
d6over6her6fees6and6her6work6 process,6and6the6limits6upon6her6choice6of6clients,6students6should6
come6to6the6conclusion6that6 Dalia6is6an6employee6(therefore,6eligible6to6file6an6unemployment6cl
aim),6rather6than6an6 independent6contractor.
Scenario6Two:6Soraya6would6not6have6a6cause6of6action6that6would6be6recognized6by6the6EEO
C.6 Review6the6section6―The6Definition6of6‗Employer‘‖6with6students,6and6discuss6the6rationale6th
at6 determines6the6status6of6a6supervisor6vis-à-vis6anti-
discrimination6legislation.6Because6Soraya6is6 Soraya‘s6supervisor,6not6her6employer,6he6cannot6
be6the6target6of6an6EEOC6claim6of6sexual6 harassment.
CCC,6Soraya‘s6employer,6would6be6vulnerable6to6an6EEOC6claim6if6the6company6lacked6or6failedt
o6 follow6a6system6for6employee6redress6of6discrimination6grievances.6However,6in6this6case,6 CCC6
appears6to6have6a6viable6anti-
discrimination6policy6that6it6adhered6to6diligently;6 consequently,6Soraya6 would6be6unlikely6to6win6
a6decision6in6her6favor.6The6court6in6Williams6v.6Banning6(1995)6offered6the6 following6rationale6fo
r6its6decision6in6a6similar6case:
―She6has6an6employer6who6was6sensitive6and6responsive6to6her6complaint.6She6can6take6
comfort6in6the6knowledge6that6she6continues6to6work6for6this6company,6while6her6harasser
6 does6not6and6that6the6company's6prompt6action6is6likely6to6discourage6other6would6be6
harassers.6This6is6precisely6the6result6Title6VII6was6meant6to6achieve.‖
Scenario6Three:6Students6should6discuss6whether6or6not6Mya6non-
compete6agreement6is6likely6tobe6 found6reasonable6by6a6court,6and6elaborate6the6aspects6of6the
6agreement6that6Mya6might6contest6as6 unreasonable6(see6section6below,6―Covenants6Not6to6Com
pete‖).6Does6Mya6have6a6persuasive6 argument6that6the6terms6of6her6non-
compete6agreement6are6unreasonable6in6scope6or6duration?
Might6she6have6grounds6to6claim6that6the6agreement6prohibits6her6from6making6a6 living?
Given6the6diversity6of6state6laws6regulating6non-
compete6agreements,6discuss6the6range6of6legal6 restrictions6that6might6apply6to6Mya‘s6particular6
agreement6with6her6employer.6As6an6employeewho6 works6across6several6states,6Mya‘s6defense6
may6depend6upon6the6presence—and6specific6 language—of6a6forum6selection6clause6in6her6non-
compete6agreement.6Consider6what6language6 would6be6more6likely6to6provide6Nan6with6a6stron
g6defense6against6the6breach6of6contract6claim.
Mya6might6also6argue6that6the6company‘s6client6list6is6available6through6public6means,6and6 ther
efore,6her6access6to6this6list6should6not6be6prohibited.
General6Lecture6Note6for6Employment6Law6Course
In6order6to6teach6this6course,6instructors6have6found6that6students6must6be6made6to6feel6relatively
6 comfortable6with6their6peers.6Instructors6will6be6asking6the6students6to6be6honest6and6to6stay6in
6 their6truth,6even6at6times6when6they6feel6that6their6opinion6on6one6of6these6matters6will6not6be
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