Employment Discrimination Law : Problems, Cases and Critical Perspectives

FROM THE PUBLISHER

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 inContractual 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.