Principles of employment law /

Principles of employment law /

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Bibliographic Details
Imprint:St. Paul, MN : West, c2009.
Description:xx, 309 p. ; 24 cm.
Language:English
Series:Concise hornbook series
Subject:Labor laws and legislation -- United States -- Outlines, syllabi, etc.
Employee rights -- United States -- Outlines, syllabi, etc.
Employee rights.
Labor laws and legislation.
United States.
Outlines and syllabi.
Format: Print Book
URL for this record:http://pi.lib.uchicago.edu/1001/cat/bib/7635507
Hidden Bibliographic Details
Other authors / contributors:Smith, Peggie R.
Labor Law Group (U.S.)
ISBN:031416877X
9780314168771
Notes:Includes bibliographical references and index.
Table of Contents:
  • Chapter 1. Defining the Employment Relationship
  • 1.1.2. Individuals Who Cannot Be Employed
  • 4.1.3. Remedies
  • §4.2. Trade Secrets
  • 4.2.1. Definition of Trade Secrets
  • 4.2.2. Misappropriation of Trade Secrets
  • §4.3. Employee Inventions
  • 4.3.1. The Shop Right Doctrine
  • 4.3.2. "Holdover" Provisions
  • 4.3.3. Statutory Protections
  • §4.4. Noncompetition Covenants
  • 4.4.1. Enforceability
  • 1.1.2.1. Children
  • 4.4.2. Remedies
  • 4.4.3. Noncompetition Agreements and Lawyers
  • Chapter 5. Mandated Terms and Conditions of Employment
  • §5.1. Wages and Hours
  • 5.1.1. Introduction
  • 5.1.2. Fair Labor Standards Act
  • 5.1.2.1. Overview
  • 5.1.2.2. Substantive Obligations
  • 5.1.2.2.1. Minimum Wage
  • 5.1.2.2.2. Overtime Pay
  • 1.1.2.2. Undocumented Workers
  • 5.1.2.2.3. Child Labor Restrictions
  • 5.1.2.3. Coverage
  • 5.1.2.3.1. The Employer-Employee Relationship
  • 5.1.2.3.2. Individual or Enterprise Coverage
  • 5.1.2.3.3. Exempt and Nonexempt Employees
  • 5.1.2.4. Implementation Problems
  • 5.1.2.4.1. Defining Compensable Time
  • 5.1.2.4.2. Determining the Base Rate
  • 5.1.2.5. Enforcement Issues
  • 5.1.3. Living Wage Ordinances
  • §1.2. Who Is an Employer?
  • 5.1.4. State Wage Payments Laws
  • 5.1.5. Equal Pay Act
  • 5.1.5.1. Overview
  • 5.1.5.2. Elements of a Violation
  • 5.1.5.3. Employer's Defenses
  • 5.1.5.4. Remedies
  • §5.2. Family and Medical Leave Act
  • 5.2.1. Overview
  • 5.2.2. Typically Litigated Issues
  • 5.2.2.1. What is a Serious Health Condition?
  • 1.2.1. The Employee/Employer Distinction
  • 5.2.2.2. Notice Questions
  • 5.2.2.3. Employee's Reinstatement to the Same or Equivalent Position
  • §5.3. Employee Retirement Income Security Act
  • 5.3.1. Overview
  • 5.3.1.1. Coverage of ERISA
  • 5.3.1.2. What Is a Plan?
  • 5.3.1.3. Who Is an Employee?
  • 5.3.1.4. Reporting and Disclosure Obligations
  • 5.3.2. Pension Plans
  • 5.3.2.1. Types of Pension Plans
  • 1.2.2. Multiple Potential Employers
  • 5.3.2.2. Minimum Plan Design Features
  • §5.3. Employee Retirement Income Security Act-Continued
  • 5.3.2.3. Code Limitations and Nondiscrimination Rules
  • 5.3.2.4. Plan Termination and Insurance
  • 5.3.2.5. Amendment of Pension Plans
  • 5.3.3. Welfare Plans
  • 5.3.3.1. Types of Welfare Benefit Plans
  • 5.3.3.2. Regulation of Health Plans
  • 5.3.3.3. Amendment of Welfare Plans
  • 5.3.4. Fiduciary Regulation
  • Chapter 2. Job Security
  • 5.3.4.1. Who Is a Fiduciary?
  • 5.3.4.2. Fiduciary Standards
  • 5.3.4.3. Prohibited Transactions
  • 5.3.4.4. Special Issues Regarding 401(k) Plans
  • 5.3.5. Enforcement
  • 5.3.5.1. Causes of Action Under ERISA
  • 5.3.5.2. Remedies
  • 5.3.5.3. Preemption
  • §5.4. Unemployment Compensation
  • 5.4.1. Overview of the Program
  • §2.1. The Employment-at-Will Doctrine
  • 5.4.1.1. Coverage
  • 5.4.1.2. Taxes
  • 5.4.1.3. Benefits
  • 5.4.1.3.1. Qualifying Requirements
  • 5.4.1.3.2. Amount of Benefits
  • 5.4.1.3.3. Duration of Benefits
  • 5.4.1.3.4. Disqualification for Benefits
  • 5.4.1.4. Administration
  • 5.4.1.5. Preclusion of Other Claims
  • 5.4.2. Eligibility
  • §2.2. Statutory Protections
  • 5.4.2.1. Circumstances of Separation
  • 5.4.2.1.1. Voluntary Quit
  • 5.4.2.1.2. Termination
  • 5.4.2.1.3. Unemployment Resulting From a Labor Dispute
  • 5.4.2.2. Continuing Eligibility
  • 5.4.3. Critical Perspectives
  • §5.5. Worker Adjustment and Retraining Notification Act
  • 5.5.1. Coverage
  • 5.5.2. Notice Required
  • 5.5.3. Employer Defenses to the Failure to Give Required Notice
  • §2.3. Common Law Protections
  • 5.5.4. Enforcement
  • Chapter 6. The Regulation of Workplace Health and Safety
  • §6.1. Workers' Compensation
  • 6.1.1. Overview
  • 6.1.2. The Exclusivity Principle
  • 6.1.2.1. Intentional Conduct
  • 6.1.2.2. The Dual Capacity & Dual Persona Doctrines
  • 6.1.3. Injuries and Occupational Diseases
  • 6.1.4. The Course of Employment
  • 6.1.4.1. The Personal Comfort Doctrine
  • §1.1. Who Is an Employee?
  • §2.4. Is Employment at Will the Default Rule?
  • 6.1.4.2. The Horseplay Rule
  • 6.1.4.3. Recreational and Social Events
  • 6.1.4.4. The Going and Coming Rule
  • 6.1.4.4.1. The Special Mission Exception
  • 6.1.4.4.2. Premise Line Exception
  • 6.1.4.4.3. Employer Conveyance Exception
  • 6.1.4.4.4. Travelling Employee Exception
  • 6.1.5. Arising Out of Employment
  • 6.1.5.1. Increased Risk Test
  • 6.1.5.2. Actual Risk Test
  • §2.5. Contract Based Modifications to Employment at Will
  • 6.1.5.3. Positional Risk Test
  • The Statutory Defense of Willful Misconduct
  • §6.2. Occupational Safety and Health Act
  • 6.2.1. Coverage
  • 6.2.2. Procedural Overview
  • 6.2.3. Employer Duties
  • 6.2.4. Standards Promulgation
  • 6.2.5. Establishing a Violation of an OSHA Standard
  • 6.2.5.1. Specific Duty Clause Violation
  • 6.2.5.2. General Duty Clause Violation
  • 2.5.1. Express Contract Modifications
  • 6.2.5.3. Employer Defenses
  • 6.2.5.3.1. Unpreventable Employee Misconduct
  • 6.2.5.3.2. Infeasibility
  • 6.2.5.3.3. Greater Hazard
  • 6.2.6. Employee Rights and Responsibilities
  • 6.2.6.1. Overview of Rights
  • 6.2.6.2. The Right To Be Free from Retaliation
  • 6.2.6.3. Employee Responsibilities
  • Table of Cases
  • Index
  • 2.5.1.1. Just-Cause Contracts
  • 2.5.1.2. Specific Duration Contracts
  • 2.5.1.3. What Is Just Cause?
  • 2.5.2. Implied Contract Modifications
  • 2.5.2.1. The Case of Employee Handbooks
  • 2.5.2.1.1. Legal Standard
  • 2.5.2.1.2. Disclaimers
  • 1.1.1. The Employee Versus the Independent Contractor
  • 2.5.2.1.3. Handbook Modifications
  • 2.5.2.2. Implied-in-Fact Contracts
  • 2.5.3. Promissory Estoppel
  • 2.5.4. Covenant of Good Faith and Fair Dealing
  • §2.6. Tort Based Modifications to Employment at Will
  • 2.6.1. Discharge in Violation of Public Policy
  • 2.6.1.1. What Is Public Policy?
  • 2.6.1.2. Public Versus Private Concerns
  • 2.6.1.3. Elements of a Successful Claim
  • 2.6.1.4. Activities Protected by the Tort
  • 1.1.1.1. What Is at Stake?
  • 2.6.1.4.1. Refusing to Engage in Illegal Conduct
  • 2.6.1.4.2. Performing a Public Obligation
  • 2.6.1.4.3. Exercising a Legal Right or Privilege
  • 2.6.1.4.4. Reporting a Statutory Violation
  • 2.6.1.5. Preclusion
  • 2.6.1.5.1. Exclusivity Concerns
  • 2.6.1.5.2. Preemption Concerns
  • 2.6.1.6. In-House Attorneys and the Tort of Wrongful Discharge
  • 2.6.2. Intentional Infliction of Emotional Distress
  • 2.6.3. Intentional Interference With Contractual Relations
  • 1.1.1.2. Determining a Worker's Status
  • §2.7. Reform Efforts and the at-Will Doctrine
  • 2.7.1. The Montana Wrongful Discharge From Employment Act
  • 2.7.2. The Model Employment Termination Act
  • 2.7.3. The American Law Institute's Proposed Restatement of the Law Third, Employment Law
  • Chapter 3. Privacy, Autonomy and Dignity in the Workplace
  • §3.1. Protections Regarding Speech and Association
  • 3.1.1. Constitutional Protection for Speech
  • 3.1.2. Constitutional Protection for Association
  • 3.1.3. Statutory Protection
  • 3.1.3.1. Private Sector Labor Law
  • 1.1.1.2.1. The Common Law Test
  • 3.1.3.2. Public Sector Labor Laws
  • 3.1.3.3. Other State Laws
  • §3.2. Protection From Instrusive Employment Practices
  • 3.2.1. Background Investigations
  • 3.2.2. Interrogation
  • 3.2.2.1. Statutory Restrictions
  • 3.2.2.2. Constitutional Restrictions
  • 3.2.3. Searches
  • 3.2.3.1. Constitutional Limitations
  • §3.2. Protection From Intrusive Employment Practices-Continued
  • 1.1.1.2.2. The Economic Reality Test
  • 3.2.3.2. Invasion of Privacy and Other Tort Claims
  • 3.2.3.3. Statutory Restrictions
  • 3.2.4. Surveillance and Monitoring
  • 3.2.4.1. Constitutional Restrictions
  • 3.2.4.2. Invasion of Privacy and Other Tort Claims
  • 3.2.4.3. Statutory Restrictions
  • 3.2.4.4. A Duty to Monitor?
  • 3.2.5. Pre-Employment and Employment Testing
  • 3.2.5.1. Polygraph Examinations
  • 3.2.5.2. Honesty Tests
  • 1.1.1.2.3. The Hybrid Test
  • 3.2.5.3. Psychological and Personality Tests
  • 3.2.5.4. Medical Tests
  • 3.2.5.5. Genetic Testing
  • 3.2.5.6. Drug Testing
  • 3.2.5.6.1. Constitutional Restrictions
  • 3.2.5.6.2. Statutory Restrictions
  • 3.2.5.6.3. Common Law Claims
  • 3.2.6. Regulation of Off-Work Activity
  • 3.2.6.1. Constitutional Protections
  • 3.2.6.2. Common Law Claims
  • 1.1.1.3. Critical Appraisals of the Employee/Independent Contractor Distinction
  • 3.2.6.3. Statutory Claims
  • 3.2.6.4. Contractual Claims
  • 3.2.7. Grooming and Dress Restrictions
  • 3.2.7.1. Constitutional Claims
  • 3.2.7.2. Statutory Causes of Action
  • §3.3. Negligent Hiring, Supervision and Retention
  • Chapter 4. Employee Obligations to Employers
  • §4.1. Implied Duty of Loyalty
  • 4.1.1. Soliciting Customers or Co-Workers
  • 4.1.2. Assisting a Competitor

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