Employment Discrimination: Law & Practice, Third Edition

Media:

Price Per Unit:

$435.00

ISBN:

9780735575639

Format:

Hardcover

Pub. Cycle

Annual

More Info: 888-224-7377
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Employment Discrimination: Law & Practice, Fourth Edition provides lucid discussion of difficult and complex legal problems. This timely resource explains laws, rulings, and requirements and delivers thorough legal analysis plus tried and tested practice materials. Moreover, it shows you actual discrimination litigation solutions to difficult and ambiguous problems. You will find comprehensive coverage of topics such as:

Disability Law Developments
Sexual Harassment
Religious Discrimination
Continuing Violations
How discrimination is defined
What is the duty of "reasonable accommodation" in disability discrimination
How to successfully talk to, understand, and cross-examine a statistical proof of discrimination expert witness

With this all inclusive, practical two-volume set you will learn:

How to prove and defend against sexual harassment claims
How to recognize the distinguishing theories and methods of proof
Who counts as disabled for purposes of the ADA
And much more!

Employment Discrimination: Law and Practice has been updated to include coverage of the latest developments, including:

Lilly Ledbetter Fair Pay Act of 2009, modifying the strict limitations periods for all antidiscrimination statutes for adverse actions that affect employee compensation
Gross v. FBL Financial Services, radically revising the standard of causation for ADEA cases by reinstating the determinative factor test
Ricci v. DeStefano, redrawing the boundaries between the disparate treatments and disparate impact theories, thereby rendering employers at greater risk for liability under one or the other theory
Meacham v. Knolls Atomic Power, substituting Reasonable Factors Other than Age analysis for the more traditional business necessity/job relation standard in ADEA disparate impact cases
Crawford v. Metropolitan Government, expanding the notion of protected conduct under the antidiscrimination laws to bar retaliation for participation in internal employer investigations

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