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Sample Table of Contents
Block I - Labor Law in the Union and Non-Union Workplace
- National Labor Relations Board
- NLRB Remedies
- How The Union Becomes The Bargaining Agent
A. Recognition without Elections
- Representation Issues
A. Types of Petitions
B. Certification Year - One Year Rule and Contract Bar
C. Schism/Defunct
D. Relocation Doctrine
E. Accretion Doctrine
F. UC Petitions
G. Appropriate Unit
- Procedural Steps to Election
- Election Process
- Maintaining Or Achieving Union-Free Status
A. Non-Union Status Techniques are Basically Good Employee Relations
B. Use of Employee Handbooks
C. Role of Supervisor
D. Union-Free Complaint Procedure
E. Summary
- Employer Unfair Labor Practices And Protected Concerted Activity
A. "Heart" of the Act is Section 7
B. Section 8(a)(1)
C. Section 8(a)(2)
D. Section 8(a)(3)
E. Section 8(a)(4)
- Union Unfair Labor Practices
A. Section 8(b)(1)
B. Section 8(b)(2)
C. Section 8(b)(3)
D. Section 8(b)(4)
E. Section 8(b)(5)
F. Section 8(b)(6)
G. Section 8(b)(7)
- Settling Unfair Labor Practices
A. Who Decides
B. Factors
C. Scope
- Collective Bargaining
A. Duty to Bargain Encompasses the Following Areas
B. LMRA Provisions
C. Meet Confer Negotiate
- Good Faith In Collective Bargaining
A. Totality of Conduct
B. Bypassing the Representative
C. Bargaining for Reasonable Time
D. Neutrality Agreements
E. Mandatory Subjects
F. Permissive Subjects
G. Illegal Subjects
- Per Se Collective Bargaining Violations
A. Unilateral Changes
B. Refusal to Execute Contract
C. Insisting to Impasse on Non-Mandatory Subjects
- The Duty To Furnish Information
A. NLRB v Truitt Manufacturing Co.
B. Examples
C. Union's Obligation
D. Employer Defenses
- Impasse
A. Definition - Is There Such a Thing?
B. Examples
C. Consequences of Impasse
D. Rights of Employers
E. Impasse Bargaining Strategy
- Employer Techniques in Negotiations
A. Negotiations for First Contract
B. Contract Renewal Negotiations
C. Preparation for Negotiations
- Administration Of The Collective Bargaining Agreement
A. Practical Suggestions: Be Alert to Common Sources of Problems
B. Breach of the Collective Bargaining Agreement
C. Weingarten Right to Representation Upon Request at Disciplinary Interviews
D. Grievance and Arbitration
E. Duty of Fair Representation
- Ending The Employer-Union Relationship
A. Refusal to Bargain Based on Good Faith Doubt of Majority Status
B. Changes in Ownership; Successorship
- Strikes and Strike Activity
A. Economic Strike
B. Employer Lockouts
C. Other Strike Tactics
D. Inherently Destructive Employer Conduct
E. Suspension of Disability Benefits
F. Unfair Labor Practice Strike
G. Impermissible/Unprotected Strikes and Employer Responses
H. Sit-Down Strikes and Partial Strikes
I. Strike Following Reopener Disputes
J. Sympathy Strike
K. Safety Strike
L. Unprotected Activity During Strike
M. Strikes in Violation of Sections 8(g) and 8(d)
- Picketing, Boycotts and Hot Cargo Agreements
A. The Stranger Picket Problems
B. Jurisdictional Disputes
C. Secondary Activity
Block II - Employment Discrimination Law
- Overview of Employment Discrimination Law
A. Title VII, 42 U.S.C. § 200e et seq
B. Age Discrimination in Employment Act of 1967, 29 U.S.C. § 621 et seq. (ADEA)
C. Disability Discrimination
D. The Civil Rights Statutes
E. Office of Federal Contract Compliance Programs (OFCCP)
F. Equal Pay Act of 1963, 29 U.S.C. § 206(d) (EPA)
G. Reverse Discrimination/Affirmative Action
H. Family and Medical Leave Act, 29 U.S.C. § 2601, et. seq.
- Title VII Litigation
A. Charge Filing and Processing
B. EEOC Litigation
C. Alternative Dispute Resolution
D. Statute of Limitations
E. Justice Department Litigation Under Title VII
F. Confidentiality Rules
G. Private Litigation Under Title VII: Procedural Prerequisites
H. Class Actions
I. Theories of Liability and Use of Statistics
J. After Acquired Evidence
K. Availability of Summary Judgement
L. Relief Under Title VII
M. The Commissioner's Systemic Charges
N. Injunctive Relief Obtained by the EEOC Under Title VII
- Sex Discrimination In Employment
A. Laws and Regulations Prohibiting Discrimination Based on Sex
B. Theories of Liability
C. The Bona Fide Occupational Qualification (BFOQ) Defense
D. State Protective Laws as a Defense
E. The 1978 Pregnancy Amendment to Title VII
F. Fringe Benefits
G. Sexual Harassment
H. Equal Pay
I. Comparable Worth
- Age Discrimination in Employment
A. The Age Discrimination in Employment Act of 1967
B. Pertinent 1978 Amendments to the ADEA
C. The 1986 Amendments to the ADEA
D. The 1991 Amendment
E. The Religious Freedom Restoration Act of 1993 (RFRA)
F. EEOC Regulations on ADEA Procedures
G. Enforcement of the ADEA
H. Filing with State Agencies
I. Statute of Limitations/Tolling/Res Judicata
J. Practices Expressly Made Lawful by the ADEA
K. Alternative Dispute Resolution
L. Mixed-Motive Cases
M. Burden of Proof-Disparate Impact/Disparate Treatment Cases
N. Evidence
O. Examples of Treatment by the Courts of Reduction in Force Cases
P. Willfulness
Q. Age Bias Retaliation
R. Summary Judgment Cases
S. Age-Related Comments
T. Age-Based Harassment
U. Remedies Available Under the ADEA
V. Class Actions
W. Statistical Analysis and the Prima Facie Case
X. Difficulties in Rebutting a Prima Facie Case by Showing Non-Age Factors in Individual Circumstances
Y. Solutions
Z. Older Workers Benefit Protection Act (OWBPA)
- Religious Discrimination
A. Basic Principles of Title VII's Prohibition on Religious Discrimination
B. Religious Discrimination Under Title VII
C. The Employer's Duty to Reasonably Accommodate Religious Practices or Beliefs
D. What Constitutes an Undue Hardship on the Conduct of an Employer's Business
E. Other Defenses
F. Other Contexts in Which Claims of Religious Discrimination May Arise
G. Other Sources of Protection from Religious Discrimination
- Disability Discrimination
A. Americans with Disabilities Act of 1990 (ADA)
B. The Rehabilitation Act of 1973
C. Individual State Laws
D. Overview of the Rehabilitation Act
E. Section 503 of the Rehabilitation Act - Government Contractors
F. Scope of the Nondiscrimination Duty Under Section 504
G. Enforcement
H. Construction of Section 504 with Other Laws
- Office of Federal Contract Compliance Programs (OFCCP)
A. General Background
B. Preparing Affirmative Action Programs
C. New Standards for Systemic Compensation Discrimination
D. Voluntary Guidelines for Self-Evaluation of Compensation Practices
E. OFCCP and EEOC on Electronic Applicants
F. The Compliance Review
G. Other Forms of Compliance Evaluation
H. The Results of the Investigation-Procedures
I. Notices Used in Enforcement Procedures
J. Affected Class/Back Pay Issues
K. OFCCP Enforcement Procedures
L. Penalties
M. Major Litigation Issues
N. Glass Ceiling Initiative
I. Use of Testers as OFCCP Enforcement Tool
- Seniority Systems, Reverse Discrimination And Affirmative Action
A. Statutory Immunization of Seniority Systems
B. Post-Teamsters and Post-Evans Issues
C. Retroactive or Constructive Seniority as a Remedy
D. Reverse Discrimination and Affirmative Action
- The Civil Rights Acts of 1866 and 1871
A. Actions Under the Civil Rights Statutes
B. Rights and Remedies Under the 1866 Act (Section 1981 claims)
C. Litigation Under the Civil Rights Statutes
D. Application of the Civil Rights Statutes to Governmental Entities
- Family and Medical Leave Act (FMLA)
A. Overview
B. Covered Employers
C. Eligible Employees
D. Circumstances Requiring FMLA Leave
E. Definition of Serious Health Condition
F. Employees' Advance Notice Obligations
G. Designation of FMLA Leave-Employer and Employee Rights and Responsibilities
H. Medical Certification
I. Fitness-For-Duty Certification
J. Calculating the 12-Week Entitlement
K. Substitution of Paid Leave for Unpaid FMLA Leave
L. Reinstatement Rights
M. Continuation of Employment Benefits During FMLA Leave
N. Intermittent Leave or Reduced Schedule Leave
O. Light Duty
P. FMLA's Relationship with Other Laws
Q. Posting and Written Notice Requirements
R. Enforcement
S. Remedies
Block III - Special Issues in Employment Law
- Wrongful Discharge & Discipline
A. Traditional Rule of At-Will Employment
B. Development of Wrongful Discharge Theories
C. Employers' Litigation Strategies in Wrongful Discharge Cases
D. Preventive Measures for Employers to Minimize Wrongful Discharge Liability
- Employment-Related Tort Litigation
A. Introduction
B. Libel and Slander (Defamation)
C. Tortious Interference with Contract
D. Invasion of Privacy
E. Extreme and Outrageous Conduct
F. Fraud
G. Negligence
H. Other Torts
- Alternative Dispute Resolution
A. Introduction
B. What is ADR?
C. The Legal Basis for ADR
D. Can ADR Entirely Preclude Federal and State Statutory Claims?
E. Can ADR Entirely Preclude State Common Law Claims?
F. Should an Employer Adopt an ADR System?
G. What ADR System Should an Employer Adopt?
- Protecting Your Company's Confidential Information, Employees And Business Relationships
A. Contemporary Issues Concerning Employee Raiding, Trade Secrets and Confidential Information
B. Protection of Confidential Information
C. Protection Against Competition by Former Employees
D. Protecting Client Relationships
E. Protection from Loss of Employees
F. Assorted Enforcement Issues
G. Advice to Employers
- Drug and Alcohol Abuse in the Workplace
A. Scope of the Problem
B. To Test or Not to Test?
C. Drug Free Workplace Act, 41 U.S.C. 701 et seq.
D. Department of Defense Drug-Free Workforce Rules
E. Transportation Department Regulations
F. Department of Energy Regulations
G. Executive Order 12564
H. Potential Legal Liabilities Arising from Drug Testing
I. Food for Thought When Considering a Drug Testing Program
- Employee Privacy Rights in the Workplace
A. Common Law Privacy Rights Summary
B. Privacy Issues in the Hiring Process
C. Conducting a Lawful Background Check
D. Personnel Records and Medical Records
E. Employee Monitoring and Surveillance
F. Miscellaneous Employee Privacy Issues
- Overtime Regulations Under The Fair Labor Standards Act (FLSA)
IAML reserves the right to modify curriculum when such changes are advisable for academic reasons or when circumstances are beyond our control.
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