Law Memo / Employment Law 101
Virtual handbook of employment law, but written in plain language in brief articles about each topic. Useful both to lawyers seeking basic employment law information and non-lawyers. This is one of eight employment- (and U.S. Supreme Court-) related blawgs on the Law Memo portal site.
Author: Ross Runkel, a professor emeritus at Willamette University College of Law in the Portland, Oregon area, taught on employment topics and still serves as a neutral in employment-related cases.
Blawg Related Categories: Labor & Employment • Law Professors • Willamette University • Law Professor • Legal Information
Recent Posts from Law Memo / Employment Law 101
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Transsexual discrimination #33
The law on discrimination against transsexuals is changing. A transsexual is a person whose gender identity does not match the sex that was assigned at birth. Some transsexuals get medical treatment (surgery or hormones or…
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Sexual orientation Discrimination #32
"Sexual orientation" refers to one's status as a heterosexual, homosexual, or bisexual. Title VII does not prohibit discrimination because of an individual's sexual orientation. Although Title VII prohibits discrimination because of sex, the word sex…
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Remedies for Discrimination #31
The remedies that are available in an employment discrimination case will depend on (1) the facts of the case and (2) the statute involved. Make whole relief. In general, the idea will be to provide…
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Retaliation #30
Several federal statutes (such as Title VII, the Age Discrimination in Employment Act (ADEA), and Americans with Disabilities Act (ADA)) prohibit an employer from retaliating against an employee (1) because of her "participation" in an…
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Employer liability for harassment #29
Let's assume we've already established that an employee was sexually harassed (or racially harassed, etc.). That was Lesson #28. The next step is to find out whether the employer is going to be liable for…
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Harassment #28
There is so much talk today about harassment in the workplace that some people have the idea that there is some federal law that forbids harassment. Actually, there is not a federal law that directly…
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Reasonable accommodation of disability - #27
Let's assume an individual has a disability. That means she (1) has a physical or mental impairment that (2) substantially limits a (3) major life activity. (Note that she can either (a) actually have a…
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Disability discrimination - #26
The Americans with Disabilities Act (ADA) prohibits an employer from discriminating on the basis of an individual's disability, and requires an employer to reasonably accommodate an employee's disability. The ADA's definition of "disability" is somewhat…
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Age discrimination #25
The federal Age Discrimination in Employment Act (ADEA) prohibits discrimination "because of" "age." Most states have statutes that have similar language. What does "age" mean under the ADEA? It includes individuals who are 40 years…
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Religion discrimination #24
Title VII prohibits discrimination "because of" "religion." Title VII also requires employers to reasonably accommodate an employee's religious practices and observances. Most states have statutes that have similar language. What does "religion" mean under Title…