2012/2 Volumes/3,476 pp. Hardcover with 2014 Supplement/Order #9291P
The premier treatise on the law of discrimination in the workplace
For more than 35 years, Employment Discrimination Law has been the definitive treatise in this complex and highly detailed area of law. The new Fifth Edition of Employment Discrimination Law provides updated analysis of changes and significant new developments since the previous supplement, including rewritten chapters on EEOC Administrative Processes and Federal Contractor Affirmative Action Compliance.
The Fifth Edition offers substantial revisions and updates to many chapters, covering:
In addition, in most chapters, footnotes now focus almost exclusively on decisions by the Supreme Court and the U.S. Courts of Appeals, avoiding cumulative and space-consuming citations, with the exception that district court decisions have been retained in instances where they constitute an important part of the developing case law (such as under newer statutes) and in fields such as procedure and evidence where there is little appellate authority.
Throughout this treatise, legal specialists from the management, plaintiff, union, and public practice perspective provide a balanced presentation of the labor and employment issues surrounding discrimination in the workplace. The new Fifth Edition offers the most comprehensive coverage and unbiased analysis of employment discrimination law available anywhere.
2014 Supplement alone/722 pp. Softcover/ISBN 978-1-61746-291-7/Order #2291
The 2014 Supplement includes analysis of several significant Supreme Court decisions issued in 2013, including Vance v. Ball State University, addressing the issue of whether the Farragher/Ellerth affirmative defenses apply to instances of harassment perpetrated by co-workers who are not truly “supervisors” of the victim; Fisher v. University of Texas at Austin, revisiting the issue of affirmative action as applied to school admission policies; and University of Texas Southwestern Medical Center v. Nassar, considering the issue of whether its rejection of mixed-motive analysis of age discrimination cases brought under the ADEA, as held in Gross v. FBL Financial Services, Inc., should be extended to Title VII retaliation cases.
Main Volume Information
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