Author: Publisher:
ISBN:
Category :
Languages : en
Pages : 32
Book Description
Arnold V. Kmart Corporation
Author: Heeren Co. V. Illinois Human Rights Commission
Author: Kenall Manufacturing Co. V. Illinois Human Rights Commission
Author: Aden V. Illinois Human Rights Commission
Author: Illinois Appellate Reports
Author: Illinois. Appellate CourtPublisher:
ISBN:
Category : Law reports, digests, etc
Languages : en
Pages : 1194
Book Description
A Rosenberg by Any Other Name
Author: Kirsten FermaglichPublisher: NYU Press
ISBN: 1479872997
Category : History
Languages : en
Pages : 303
Book Description
Winner, 2019 Saul Viener Book Prize, given by the American Jewish Historical Society A groundbreaking history of the practice of Jewish name changing in the 20th century, showcasing just how much is in a name Our thinking about Jewish name changing tends to focus on clichés: ambitious movie stars who adopted glamorous new names or insensitive Ellis Island officials who changed immigrants’ names for them. But as Kirsten Fermaglich elegantly reveals, the real story is much more profound. Scratching below the surface, Fermaglich examines previously unexplored name change petitions to upend the clichés, revealing that in twentieth-century New York City, Jewish name changing was actually a broad-based and voluntary behavior: thousands of ordinary Jewish men, women, and children legally changed their names in order to respond to an upsurge of antisemitism. Rather than trying to escape their heritage or “pass” as non-Jewish, most name-changers remained active members of the Jewish community. While name changing allowed Jewish families to avoid antisemitism and achieve white middle-class status, the practice also created pain within families and became a stigmatized, forgotten aspect of American Jewish culture. This first history of name changing in the United States offers a previously unexplored window into American Jewish life throughout the twentieth century. A Rosenberg by Any Other Name demonstrates how historical debates about immigration, antisemitism and race, class mobility, gender and family, the boundaries of the Jewish community, and the power of government are reshaped when name changing becomes part of the conversation. Mining court documents, oral histories, archival records, and contemporary literature, Fermaglich argues convincingly that name changing had a lasting impact on American Jewish culture. Ordinary Jews were forced to consider changing their names as they saw their friends, family, classmates, co-workers, and neighbors do so. Jewish communal leaders and civil rights activists needed to consider name changers as part of the Jewish community, making name changing a pivotal part of early civil rights legislation. And Jewish artists created critical portraits of name changers that lasted for decades in American Jewish culture. This book ends with the disturbing realization that the prosperity Jews found by changing their names is not as accessible for the Chinese, Latino, and Muslim immigrants who wish to exercise that right today.
Sexual Harassment in the Workplace: Sexuality, social relations, and the workplace
Author: Alba ContePublisher: Wolters Kluwer
ISBN: 0735597650
Category : Law
Languages : en
Pages : 6006
Book Description
The law of sexual harassment is constantly evolving, and the number of sexual harassment claims is dramatically on the rise. Sexual Harassment in the Workplace, Fourth Edition, is a comprehensive guide that provides all the information you need to successfully litigate a sexual harassment claim. Sexual Harassment in the Workplace guides you through the relevant administrative and legal proceedings, from client interviews to attorney's fees. It discusses state and federal remedies available to maximize recovery, including: The development and elements of the claim Sample pleadings Discovery documents Reviews of actual cases Special attention is given to important topics such as: Suits by alleged harassers Insurance indemnification Class actions And many others Sexual Harassment in the Workplace brings you up to date on the latest case law developments, including the following: A new checklist of items to cover when representing an employer The U.S. Supreme Court confirmed that retaliation is actionable under Title IX where a girls' high school basketball coach claimed that he suffered retaliation for complaining about sexual discrimination in the athletic program of the school, even though he himself was not the direct victim. Jackson v. Birmingham Board of Education, 544 U.S. 167 (2005) In order to increase opportunities for mediation, the EEOC expanded the charges eligible for mediation and now mediation is available at the conciliation stage, after a finding of discrimination has been issued, in appropriate cases The U.S. Supreme Court has held that under the Federal Arbitration Act, where parties to an arbitration agreement include a provision that delegates to the arbitrator the threshold question of enforceability of the arbitration agreement, if a party specifically challenges the enforceability of the entire agreement, the arbitrator would consider the challenge. If, however, the party only challenges the enforceability of the arbitration provision, the challenge must be heard by a court. Rent-A-Center, West Inc. v. Jackson, 130 S. Ct. 2772 (2010) The lack of timeliness in filing a discrimination action is an affirmative defense and the burden of proof is on the employer. Salas v. Wisconsin Department of Corrections, 493 F.3d 913, 922 (7th Cir 2007) A federal employee's premature filing of a sexual harassment employment discrimination and retaliation complaint did not constitute a failure to exhaust administrative remedies so as to deprive the district court of subject-matter jurisdiction. Brown v. Snow, 440 F.3d 1259 (11th Cir. 2006) A majority of states impose a shorter period for filing with their agencies, though, so the filing deadline is not always extended when a state has its own agency The andquot;single filing ruleandquot; - under which a party who has not filed an EEOC charge or received a right-to-sue notice may andquot;piggybackandquot; his or her judicial action on the claim of a party who has satisfied those prerequisites - has been described as a andquot;carefully limited exceptionandquot; to Title VII's procedural requirements. Price v. Choctaw Glove and Safety Co., 459 F.3d 595 (5th Cir. 2006) Provided that an act contributing to the claim occurs within the filing period, the court may consider the entire period of the hostile environment for purposes of determining liability. Jordan v. City of Cleveland, 464 F.3d 584 (6th Cir. 2006) The Supreme Court has held that a plaintiff's timely filing of an EEOC intake questionnaire, which was followed by an affidavit stating andquot;Please force Federal Express to end their age discrimination . . .andquot; constituted a charge, cautioning, however, that its permissiv
Nomination of Scott J. Bloch
Author: United States. Congress. Senate. Committee on Governmental AffairsPublisher:
ISBN:
Category : Political Science
Languages : en
Pages : 64
Book Description
Individual Employment Rights Cases
Author: Publisher:
ISBN:
Category : Discrimination in employment
Languages : en
Pages : 1904
Book Description
Vulnerability and the Legal Organization of Work
Author: Martha Albertson FinemanPublisher: Routledge
ISBN: 1315518554
Category : Business & Economics
Languages : en
Pages : 400
Book Description
This book uses the concepts of vulnerability and resilience to analyze the situation of individuals and institutions in the context of the employment relationship. It is based on the premise that both employer and employee are vulnerable to various social, economic, and political forces, although differently so. It demonstrates how in responding to those complementary institutional relationships of employer and employee the state unequally and inequitably favors employers over employees. Several chapters included in this collection also consider how the state shapes, creates and maintains through law the social identities of employer and employee and how that legal regime operates as the allocation of power and privilege. This unique and fundamental role of the state in defining the employment relationship profoundly affects the respective abilities and degree of resiliency of actual employers and employees. Other chapters explore how attention to the respective vulnerability and resilience of those who do and those who direct work in assessing the employment relationship can raise fundamental questions of social justice and suggest new avenues for critical engagement with labor and employment law. Collectively, these pieces articulate a framework for imaging what would constitute an appropriately "Responsive State" in the employment context and how those interested in social justice might begin to use the concepts of vulnerability and resilience in their arguments.