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Employment Law Yearbook 2013

by Orrick Herrington & Sutcliffe LLP

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ISBN Number: 9781402420061
Page Count: 1474
Number of Volumes: 1
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Table of Contents
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This new 2013 edition of Employment Law Yearbook covers the most important issues facing today’s employers and employment law practitioners. In this tight employment market and amid the rapidly changing global economy, it is imperative that employers and employment law practitioners understand the legal implications of a wide range of workplace actions.

Authored by Orrick, Herrington & Sutcliffe LLP’s Global Employment Law Practice Group, a nationally recognized leader in this field, Employment Law Yearbook 2013 revises the 2012 edition and provides a review of current developments in the law, including case decisions, statutes, and other events of interest to employers in the past year, as well as practical steps employers can take to minimize their risks and comply with the law.

Revised annually, Employment Law Yearbook 2013 is an essential reference for in-house and outside corporate attorneys, human resource professionals, attorneys representing employees in lawsuits, and employees involved in lawsuits.


		Employment Law Yearbook 2013 Table of Contents
		Introduction
	Chapter 1:	Wage-and-Hour Issues
§ 1:1 : Introduction4 § 1:2 : The Legal Framework of Wage-and-Hour Laws5 § 1:2.1 : Minimum Wage7 [A] : FLSA7 [B] : California7 [C] : New York8 § 1:2.2 : Overtime Exemptions9 [A] : FLSA9 [A][1] : Federal White Collar Overtime Regulations10 [A][1][a] : Minimum Salary Requirement10 [A][1][b] : Rules for “Highly Compensated” Employees10 [A][1][c] : Salary Basis Requirement11 [A][1][c][i] : Permissible Deductions11 [A][1][c][ii] : Consequences of Improper Deductions12 [A][1][c][iii] : Safe Harbor13 [A][1][d] : White Collar Exemption14 [A][1][d][i] : Executive Exemption14 [A][1][d][ii] : Administrative Exemption16 [A][1][d][iii] : Professional Exemption17 [A][1][d][iv] : Computer Employee Exemption18 [A][1][d][v] : Outside Sales Exemption18 [A][2] : Commission Sales Exemption19 [A][3] : Motor Carrier Act Exemption19 [A][4] : Belo Plan20 [B] : “White Collar” (New York) Exemptions21 [C] : California Exemptions22 [C][1] : Executive Exemption22 [C][2] : Administrative Exemption22 [C][3] : Professional Exemption25 [C][4] : Outside Sales Exemption26 [C][5] : Other Exemptions28 [C][5][a] : Computer Professionals28 [C][5][b] : Certain Medical Professionals30 [C][5][c] : Commissioned Employees30 [C][6] : Salary Basis Test31 [C][7] : Extraterritorial Application of the Labor Code—The Sullivan v. Oracle Decision34 § 1:2.3 : Independent Contractors and Temporary Workers35 [A] : Independent Contractors37 [B] : Temporary Workers and Joint Employment38 [B][1] : Determining Employer Status39 [B][2] : Wage-and-Hour Issues41 § 1:2.4 : Interns42 § 1:2.5 : Tip Pooling and California Labor Code Section 35143 § 1:2.7 : Reimbursement of Expenses46 [A] : California46 [B] : New York47 § 1:2.7 : Wage Deductions (New York)47 § 1:2.8 : Hours Worked49 [A] : “Hours Worked” Defined49 [B] : Meal Breaks49 [B][1] : FLSA49 [B][2] : California49 [B][3] : New York54 [C] : On-Call and Waiting Time Under the FLSA55 [D] : “De Minimis” Activities55 [E] : Travel Time58 § 1:2.9 : Calculating Overtime Premiums: Determining the Regular Rate61 [A] : Premium Pay62 [B] : Per Diem62 [C] : Sick Leave Buy-Backs62 [D] : “Blended” Pay Rates62 [E] : California Regular Rate63 [F] : Firefighters’ Overtime Rate63 § 1:2.10 : Implementing “Flextime” Schedules64 § 1:2.11 : Workweek Designation65 § 1:2.12 : Employee Notice65 [A] : California65 [B] : New York66 § 1:2.13 : Fluctuating Workweeks68 [A] : The FWW Method of Calculating Overtime68 [B] : Preconditions on Using the FWW Method69 [C] : Using the FWW Method to Calculate Damages in Misclassification Cases70 § 1:2.14 : Commissions/Bonuses/Incentive Compensation Plans72 [A] : California72 [B] : New York75 § 1:2.15 : Individual Liability76 [A] : FLSA76 [B] : California77 § 1:2.16 : Spread-of-Hours Pay (New York)78 § 1:2.17 : Payment of Final Wages78 [A] : New York78 [B] : California78 § 1:2.18 : Vacation Issues in California79 § 1:3 : Wage and Hour Collective Class Action Process and Procedures80 § 1:3.1 : Collective Actions Under the FLSA81 [A] : Potential Members Must Expressly “Opt In” to the Class81 [B] : Applicability of Requirements of Rule 23 to FLSA Collective Actions82 [C] : Class Certification Under the FLSA84 [C][1] : Overview84 [C][2] : The Notice Stage: Plaintiffs Request Class Certification/Authorization to Send Notice to Putative Class Members; Courts Authorize Notice When Putative Members Are “Similarly Situated”84 [C][3] : Stage Two—Defendant’s Motion to Decertify87 [D] : FLSA Statute of Limitations88 [E] : Waiver of FLSA Claims89 [F] : Class Action Settlements90 [G] : Settlement May Destroy Jurisdiction90 [H] : Litigation Issues91 [H][1] : Burdens of Proof91 [H][2] : Interaction of State and Federal Actions—Hybrid Actions92 [I] : Rule 68—Offers of Judgment93 § 1:3.2 : California Class Actions94 [A] : Governing Authority95 [B] : Requirements for Establishment of California Class Actions95 [C] : California Wage-and-Hour Class Actions95 [D] : Procedural Issues in Class Action Lawsuits99 [D][1] : Opt-Out Requirement99 [D][2] : Class Certification’s Preclusive Effects99 [D][3] : Statute of Limitations99 [D][4] : Discovery100 [D][5] : Timing of Motion to Deny Certification102 [D][6] : Class Action Waiver in Arbitration Agreements103 [D][7] : Settlement of California Class Actions105 [D][8] : Release of Labor Code Claims107 § 1:3.3 : Representative Actions Under Business and Professions Code Section 17200108 [A] : Applicability to Wage-and-Hour Law108 [B] : Equitable Relief Versus Damages109 [C] : Statute of Limitations110 [D] : Amendments to Section 17200111 § 1:3.4 : California Labor Code Private Attorney General Act111 § 1:3.5 : Shady Grove: Federal Preemption of State Law Limits on Certification113 § 1:4 : Conclusion115
	Chapter 2:	OFCCP Developments
§ 2:1 : Introduction118 § 2:2 : OFCCP Enforcement Overview120 § 2:2.1 : Administration Guidance and Focus122 § 2:2.2 : New Active Case Enforcement Directive and Scheduling Letters122 § 2:2.3 : A Newly Proposed Itemized Listing124 [A] : New Item 8124 [B] : Expanded Information Requests and Closer Scrutiny of Personnel Activity125 [C] : Enhanced Compensation Review125 [D] : Focus on Veterans126 § 2:2.4 : Veterans Initiatives126 § 2:2.5 : Disability Initiatives127 § 2:2.6 : Increased Coordinated Enforcement Initiatives129 [A] : Misclassification of Employees As Independent Contractors129 [B] : EEOC/OFCCP Memorandum of Understanding Coordinating Enforcement for Discrimination129 § 2:3 : Presidential Executive Orders130 § 2:3.1 : Notification of Employee Rights Under Federal Labor Laws131 § 2:3.2 : Economy in Government Contracting133 § 2:3.3 : Nondisplacement of Workers Under Service Contracts134 § 2:4 : Effects of the American Recovery and Reinvestment Act of 2009135 § 2:5 : Equal Pay Issues—OFCCP Compliance Standards and Voluntary Guidelines for Analyzing Compensation Systems136 § 2:6 : OFCCP Case Law and Legislative Developments137 § 2:6.1 : Expanded OFCCP Compensation Data Requests During Desk Audit Stage137 § 2:6.2 : OFCCP Litigation of Pattern-or-Practice Cases—Utility of Statistics Alone138 § 2:6.3 : Temporal Scope of Compliance Reviews During Desk Audit139
	Chapter 3:	Gender and Sexual Orientation Discrimination and Sexual Harassment
§ 3:1 : Introduction143 § 3:2 : Discrimination Based on Gender and Related Characteristics143 § 3:2.1 : Gender Discrimination144 [A] : Class Action Certification144 [B] : Evidence147 [C] : Reverse Bias Sex Discrimination149 [D] : Damages Limitation150 § 3:2.2 : Sexual Orientation and Gender Stereotyping151 § 3:2.3 : Pregnancy Discrimination and Nursing Mother Laws154 [A] : Pregnancy Discrimination Act154 [B] : Protections for Nursing Mothers158 § 3:2.4 : Physical and Testing Requirements161 § 3:2.5 : Health Plan Coverage Issues164 [A] : Prescription Contraceptive Coverage164 § 3:3 : Equal Pay Act166 § 3:3.1 : Establishing a Prima Facie Case167 § 3:3.2 : Employer Defenses169 § 3:3.3 : Statute of Limitations171 § 3:3.4 : EEOC Guidance176 § 3:3.5 : Legislation and Administrative Developments176 § 3:4 : Sexual Harassment178 § 3:4.1 : Discrimination Because of Sex178 § 3:4.2 : Explicit Alteration of Fundamental Conditions of Employment: Tangible Employment Action181 [A] : Case Law Defining “Tangible Employment Action”182 [B] : EEOC Enforcement Guidance on “Tangible Employment Action”183 § 3:4.3 : Constructive Alteration of Conditions of Employment or a Hostile Work Environment183 [A] : Welcomeness183 [B] : Cases Finding Severe or Pervasive Requirement Met186 [C] : Cases Finding Severe or Pervasive Requirement Not Met188 § 3:4.4 : Affirmative Defenses189 [A] : Employer’s Duty to Exercise Reasonable Care to Prevent Harassing Behavior190 [B] : Employer’s Duty to Exercise Reasonable Care to Correct Harassing Behavior Promptly194 [B][1] : Employer Response Found to Be Inadequate194 [B][2] : Employer Response Found to Be Appropriate196 [B][3] : Employer Liable for Retaliation by Other Non-Supervisor197 [B][4] : Acts of Non-Employees198 [C] : Employee Unreasonably Failed to Take Advantage of Opportunities to Avoid Harm199 [C][1] : Plaintiff’s Failure to Complain200 [C][2] : Timeliness of Plaintiff’s Complaint201 [D] : EEOC Enforcement Guidance on Employer Liability for Harassment by Supervisors203 § 3:4.5 : Evidentiary Issues in Sex Harassment Cases: Effect of Statute of Limitations on Evidence of Acts Occurring Before Limitations Period203 § 3:4.6 : Application of Legal Standards: Summary Judgment Versus Jury Trials207 § 3:4.7 : Punitive Damages208 § 3:4.8 : Principles of Vicarious Employer Liability and Concepts of Agency: When Is an Individual Considered a “Supervisor”?209 [A] : EEOC Guidance210 [B] : Representative Cases211 § 3:4.9 : Individual Supervisor Liability213 [A] : Federal Law213 [B] : State Law213 [B][1] : California213 [B][2] : New York214 § 3:4.10 : Other Procedural Issues215 [A] : “Pattern-or-Practice” Cases215 [B] : EEOC “Waiting Period”216 § 3:4.11 : Theories Used by Accused Sexual Harassers Who Have Been Disciplined or Terminated218 § 3:4.12 : Attorney Fees Where Plaintiff’s Lawsuit Is Frivolous, Unreasonable, or Without Foundation218
	Chapter 4:	Race, Religion, and National Origin Discrimination
§ 4:1 : Race221 § 4:1.1 : Subordinate Bias, “Cat’s Paw,” “Rubber Stamp” Theory223 § 4:1.2 : “Me Too” Evidence227 § 4:1.3 : Summary Judgment Test in “Mixed-Motive” Cases229 § 4:1.4 : Section 1981 Claims232 § 4:1.5 : “Class-of-One” Claims in Public Employment235 § 4:1.6 : Adverse Employment Action236 § 4:1.7 : Reverse Bias in Promotional Examinations239 § 4:1.8 : Other Promotional Issues: Lists and Affirmative Action244 § 4:1.9 : Tests and Selection Procedures—EEOC Guidance Fact Sheet249 § 4:1.10 : “Associated with” Claims250 § 4:1.11 : EEOC Procedural and Compliance Issues251 § 4:1.12 : Insufficient Evidence of Race Discrimination/Bias258 § 4:1.13 : Sufficient Evidence of Race Discrimination/Bias264 § 4:1.14 : Title VII Class Action Issues268 § 4:1.15 : Title VII Standing272 § 4:2 : Religious Discrimination274 § 4:3 : National Origin Discrimination286
	Chapter 5:	Age Discrimination
§ 5:1 : Introduction296 § 5:2 : Procedural Requirements298 § 5:2.1 : A “Charge” with the EEOC298 § 5:2.2 : Timeliness and Equitable Tolling300 § 5:2.3 : ADEA Safe Harbor—Retiree Benefit Plans301 § 5:3 : Who Is an Employer for Purposes of the ADEA?304 § 5:4 : Who Is an Employee for Purposes of the ADEA?306 § 5:4.1 : The Law Enforcement Exception307 § 5:5 : Plaintiff’s Burden to Prove a Prima Facie Case308 § 5:5.1 : Employer’s Legitimate Expectations310 § 5:5.2 : Stray Remarks311 § 5:5.3 : Similarly Situated312 § 5:6 : Employer’s Legitimate Nondiscriminatory Business Reason313 § 5:7 : Plaintiff’s Burden to Prove Employer’s Lawful Reason Is Pretext for Age Discrimination314 § 5:7.1 : Insufficient Evidence of Pretext314 § 5:7.2 : Sufficient Evidence of Pretext318 § 5:8 : Retaliation Against Protected Activity321 § 5:9 : Methods of Proof: Mixed Motives, Direct and Circumstantial, Pattern or Practice, and Disparate Treatment or Impact324 § 5:9.1 : Mixed Motives324 § 5:9.2 : Direct and Circumstantial Evidence327 § 5:9.3 : Pattern or Practice329 § 5:9.4 : Disparate-Impact Theory330 § 5:9.5 : Other Methods of Proof332 § 5:10 : Releases and Waivers334 § 5:10.1 : The Requirements of the OWBPA334 § 5:10.2 : Case Law Regarding OWBPA Releases336 [A] : Ratification and Tender Back Under the OWBPA336 [B] : Cure of the Defective Release337 [C] : Invalid Waiver As a Separate Cause of Action338 [D] : OWBPA Requirements Not Applied to Non-Age Claims339 § 5:10.3 : EEOC Regulations Regarding OWBPA Releases339 [A] : Wording of Waiver Agreements340 [B] : Waiver of Future Rights341 [C] : Consideration342 [D] : Consultation342 [E] : Time Periods342 [F] : Informational Requirements343 [F][1] : To Whom the Information Must Be Given344 [F][2] : Mandatory Information344 [G] : Waivers Settling Charges and Lawsuits346 [H] : EEOC’s Enforcement Powers347 [H][1] : Tender Back347 [H][2] : Covenants Not to Challenge Waiver347 [H][3] : Abrogation348 [H][4] : Burden348 § 5:11 : Other Issues348 § 5:11.1 : Arbitration of ADEA Claims348 § 5:11.2 : Remedies349 § 5:11.4 : Harassment Based on Age351
	Chapter 6:	EEO Class Actions
§ 6:1 : Introduction354 § 6:2 : Recent Developments355 § 6:3 : Litigating Class Action Certification361 § 6:3.1 : Certification Elements of a Class Action362 [A] : Numerosity363 [B] : Commonality363 [B][1] : Need for Reasonable Connection Between the Claims of the Named Plaintiffs and the Alleged Class and Within the Class363 [B][1][a] : Commonality Based on Decentralized, Subjective Decision-Making and Dukes v. Wal-Mart364 [B][2] : Commonality in Harassment Cases370 [C] : Typicality371 [D] : Adequacy of Representation372 [D][1] : Adequacy of Counsel372 [D][2] : Relation Between Class Representatives and Class374 § 6:3.3 : Maintainability of the Class Action Suit—Fulfillment of Rule 23(b) Generally376 [A] : Opting Out377 [B] : Rule 23 Notice Amendments378 § 6:3.4 : Fulfillment of Rule 23(b) in Employment Discrimination Class Actions379 [A] : Certification Under Rule 23(b)(2) in Actions That Involve Compensatory and Punitive Damages379 [B] : Intentional Discrimination Class Actions Under Rule 23(b)(3)381 [C] : Hybrid Certification383 [D] : WARN Act Cases384 § 6:3.4 : Appellate Review of Class Certification Decisions385 [A] : Interlocutory Review385 [B] : Review After Named Plaintiff’s Claim Has Become Moot387 [C] : Interlocutory Appeal of Conditional FLSA Collective Actions388 § 6:3.5 : Other Class Action Issues388 § 6:4 : Disparate-Treatment and Disparate-Impact Cases390 § 6:4.1 : Disparate-Treatment Class Actions390 § 6:4.2 : Disparate-Impact Class Actions393 § 6:4.3 : Special Problems in Multi-Facility Cases394 § 6:4.4 : The Ricci v. DeStefano Legacy: A Strong Basis in Evidence Requirement and the Potential Disparate Impact Problem395 § 6:4.5 : The New York Firefighters’ Case402 § 6:5 : Punitive Damages in Disparate-Treatment Pattern-or-Practice Cases404 § 6:6 : Opt-In Class Actions406 § 6:7 : Class Action Fairness Act of 2005408 § 6:7.1 : The Purpose and Intent of the Law409 § 6:7.2 : Basis for Federal Court Jurisdiction409 § 6:7.3 : What Is a Covered Class Action?413 § 6:7.4 : Changes to Removal Rules414 § 6:7.5 : “Mass Action”414 § 6:7.6 : “Coupon” Settlements and Attorney Fees415 § 6:7.7 : Geographic Discrimination415 § 6:8 : EEOC Litigation416 § 6:8.1 : Pursuing Pattern-or-Practice Claims Under Section 706 of Title VII416 § 6:8.2 : Statutes of Limitation Under Section 707420 § 6:8.3 : Rule 23’s Inapplicability to Pattern-or-Practice Claims422 § 6:8.4 : Attorney-Client Privilege424 § 6:9 : Statistical Evidence425 § 6:9.1 : Need for Appropriate, Probative Statistical Comparisons427 § 6:9.2 : Regression Analyses432 § 6:9.3 : Statistical Significance435 § 6:9.4 : Attacking Plaintiffs’ Statistics437 § 6:9.5 : Summary439 § 6:10 : Settlement of Class Actions440 § 6:10.1 : Rule 23 Amendments440 § 6:10.2 : Class Certification for Settlement441 [A] : Protecting Interests of Absent Class Members443 [B] : Attorney Fees444
	Chapter 7:	Americans with Disabilities Act
§ 7:1 : Introduction449 § 7:2 : The EEOC Experience to Date450 § 7:3 : Basic Issues Under the ADA452 § 7:3.1 : EEOC Regulations Implementing the ADAAA452 [A] : Revisions to “actual disability” Prong452 [B] : Revisions to “record of” Prong454 [C] : Revisions to “regarded as” Prong454 § 7:3.2 : Who Is a “Qualified Individual”?455 § 7:3.3 : Who Is Disabled?457 [A] : Physical or Mental Impairment458 [B] : Temporary or Intermittent, Episodic Impairments463 [C] : Substantial Limitation466 [D] : Major Life Activities470 [D][1] : Scope of Major Life Activity471 [D][2] : Other Cases—Major Life Activity Recognized471 [D][3] : Other Cases—Major Life Activity Not Recognized472 [E] : Perceived Impairments473 [F] : Association with a Disabled Person474 [G] : Exclusions from the Definition of Disability475 [G][1] : Excluded Matters475 [G][2] : Drugs and Alcohol—Specific Provisions475 § 7:3.4 : Qualification478 [A] : Essential Functions of the Job478 [B] : Estoppel from Claiming Ability to Perform Essential Job Functions481 [C] : Direct Threat484 [D] : Causation484 § 7:3.5 : Ministerial Exception486 § 7:4 : The Duty to Provide Reasonable Accommodation487 § 7:4.1 : EEOC Reasonable Accommodation Enforcement Guidance488 § 7:4.2 : Statutory and Regulatory Examples of Reasonable Accommodation489 § 7:4.3 : 2005 Department of Labor Survey490 § 7:4.4 : When Is an Employer Obligated to Make a Reasonable Accommodation?491 § 7:4.5 : Identifying Reasonable Accommodations492 § 7:5 : Judicial Interpretation of Reasonable Accommodation495 § 7:5.1 : Accommodation for Applicants495 § 7:5.2 : Job Restructuring and Reallocation of Job Duties496 § 7:5.3 : Light Duty497 § 7:5.4 : Transfer or Reassignment to a Vacant Position498 [A] : Accommodation Required498 [B] : Accommodation Not Required Where Employee Fails to Identify Vacant Position for Which He or She Is Qualified500 [C] : Transfer to a New Position Is Accommodation of Last Resort503 § 7:5.5 : Modification of Work Schedule/Attendance Requirement503 [A] : Accommodation Required503 [B] : Accommodation Not Required506 § 7:5.6 : Work at Home/Work Outside the Office509 § 7:5.7 : Transportation to and from Work510 § 7:5.8 : Requests for Leave510 § 7:5.9 : Modifying No-Fault Attendance Policies As a Reasonable Accommodation511 § 7:5.10 : Duty to Provide Reasonable Accommodation for Perceived Disability511 § 7:6 : Disability Harassment511 § 7:7 : Job Application Procedures: Pre- and Post-Employment Inquiries512 § 7:7.1 : Pre-Employment Inquiries512 § 7:7.2 : Post-Employment Inquiries516 § 7:7.3 : Qualification Standards518 § 7:7.4 : Medical Examinations and Safeguarding Medical Information522 [A] : What Is a Medical Examination?523 [B] : What Constitutes a Conditional Job Offer After Which a Medical Examination May Be Required?526 § 7:7.5 : Other Disability-Related Inquiries and Medical Examinations of Employees526 § 7:8 : Employer Defenses to Requests for Reasonable Accommodation527 § 7:8.1 : Undue Hardship527 § 7:8.2 : Direct Threat to Health or Safety of Individual or Others528 § 7:8.3 : Limitation Period531 § 7:9 : The Application of the ADA to Employers’ Health Insurance Plans533 § 7:10 : Relief Available Under the ADA534 § 7:11 : Conclusion540
	Chapter 8:	Employee Privacy Law
§ 8:1 : Introduction547 § 8:2 : Pre-Employment Inquiries548 § 8:2.1 : A Framework for the Interview Process548 § 8:2.2 : Prohibited Subjects550 [A] : Name/Marital Status550 [B] : Age/Birthdate550 [C] : Health and Physical Condition551 [D] : AIDS552 [E] : Arrest Records553 [F] : Convictions554 [G] : National Origin and Citizenship555 [H] : Religion555 [I] : Sex and Marital Status555 [J] : Past Drug Use556 [K] : Facially Neutral Criteria556 § 8:2.3 : Using the Internet to Research Applicant’s Background557 § 8:2.4 : Best Practices for the Interview Process558 [A] : Brief the Recruiters and Interviewers558 [B] : Adopt a Checklist558 [C] : Allocate Interview Responsibility558 [D] : Provide Examples of Permissible Questions559 [E] : Use Evaluation Forms559 [F] : Guidelines Based on ADA Provisions559 § 8:3 : The Employer’s Need to Know Versus the Employee’s Right to Privacy—The Bases of the Right to Privacy560 § 8:3.1 : Constitutional560 [A] : Federal560 [A][1] : Searches by Public Employers560 [A][2] : Investigations of Applicants and Employees by Public Employers563 [B] : New York564 [C] : California564 [C][1] : Hill v. NCAA565 [C][2] : Analyzing Privacy Interests in the Employment Context567 [C][3] : Hill’s Progeny568 § 8:3.2 : Statutory572 [A] : Federal572 [A][1] : Electronic Communications Privacy Act of 1986572 [B] : States574 [B][1] : New York574 [B][2] : California576 § 8:3.3 : Common-Law Privacy Protections for Private Employees578 [A] : California579 [B] : New York580 § 8:3.4 : Application of Privacy Laws to “New Technology”580 [A] : Email580 [B] : Blogs and Social Networks584 [C] : GPS Tracking587 § 8:3.5 : Reasons to Monitor Employees’ Use of Electronic Media589 § 8:3.6 : Third-Party Discovery of Employee Information590 § 8:3.7 : NLRA Implications for Employee Privacy Policies591 § 8:3.8 : Tort Liability592 [A] : Claims Not Barred by California’s Workers’ Compensation Law592 § 8:3.9 : Application of the Right to Privacy593 [A] : Whether an Employee’s Expectation of Privacy Is Reasonable593 [B] : Analyzing the Employer’s and the Employee’s Competing Interests596 [B][1] : Federal Cases596 [B][2] : New York598 [B][3] : California598 § 8:3.10 : Practical Guidelines for Employee Searches601 § 8:4 : Substance Abuse602 § 8:4.1 : In General602 § 8:4.2 : Determining the Appropriate Type of Drug and Alcohol Policy603 [A] : Determine the Extent and Risk of Drug and Alcohol Use by Employees603 [B] : Determine Whether Federal or State Law Requires or Prohibits Any Particular Drug or Alcohol Policy in Your Workplace604 [B][1] : Legal Requirements for Federal Contractors and Grantees604 [B][1][a] : The Drug-Free Work Place Act604 [B][1][b] : Defense, Transportation, and Nuclear Regulatory Commission Regulations605 [B][2] : Legal Restrictions on Drug Testing605 [B][2][a] : U.S. Supreme Court Cases606 [B][2][b] : Lessons of the Customs and Railway Cases607 [B][2][c] : Random Drug Testing Addressed by U.S. Supreme Court608 [B][2][d] : California Cases609 [B][2][e] : California and Ninth Circuit Decisions Regarding the Constitutionality of Drug Tests610 [B][3] : Civil Rights Statutes611 [B][4] : Potential Liability Under Common-Law Tort611 [B][4][a] : Defamation and Invasion of Privacy612 [B][4][b] : Negligent Hiring and/or Retention of Employees612 [B][4][c] : False Imprisonment613 [B][4][d] : False Arrest613 § 8:4.3 : Consider Adopting a Strong Drug or Alcohol Policy Before Requiring Testing613 [A] : Any Drug and Alcohol Policy Should Be Communicated in Writing614 [B] : Considering a Rehabilitative Option615 [C] : A Supervisor’s Role Should Be Determined and Communicated615 [D] : Consider Other Preventive Measures and Investigative Techniques617 [E] : Consider Negative Implications Before Adopting a Drug-Testing Program618 § 8:4.4 : Developing a Drug-Testing Policy619 § 8:4.5 : Implementing Drug-Testing Policies622 § 8:5 : Investigations and Testing on Prospective and Current Employees622 § 8:5.1 : Conducting Background Investigations on Prospective and Current Employees Through a Consumer Reporting Agency622 [A] : Initial Issues to Address Before Conducting Background Investigations625 [A][1] : Determining the Applicants on Whom to Perform Background Checks625 [A][2] : Information to Be Obtained from Background Checks626 [A][3] : Who Should Perform Background Checks626 [A][4] : Information Employers Should Obtain from Applicants to Perform Background Checks626 [B] : The Fair Credit Reporting Act and Its Amendments627 [B][1] : What Is a “Consumer Report”?627 [B][2] : What Is a CRA?628 [B][3] : Inquiries Should Be Job-Related628 [B][4] : Obsolete Information628 [B][5] : Penalties for Noncompliance628 [C] : Supplemental California Laws629 [C][1] : California’s Consumer Credit Reporting Agencies Act629 [C][2] : California’s Investigative Consumer Reporting Agencies Act629 [D] : Supplemental New York Laws630 [E] : Summary of Steps an Employer Should Take When Requesting Consumer Reports631 [E][1] : Provide Initial Notice and Obtain Written Authorization631 [E][1][a] : Additional Initial Disclosure Requirements for Consumer Credit Reports Under the CCRAA631 [E][1][b] : Additional Requirements for Investigative Consumer Reports631 [E][2] : Provide Certification of Compliance to the CRA633 [E][2][a] : Additional Certification That an Employer Should Make to the CRA When Requesting an Investigative Consumer Report633 [E][3] : Provide the Consumer with Information634 [E][4] : Provide Adverse Action Notice After Adverse Employment Action Has Been Taken634 [E][5] : Under the ICRAA, Investigative Information May Be Disclosed in All Cases635 [F] : Frequently Asked Questions635 [F][1] : If a Computer Database Is Used to Obtain Information, Should the Employer Comply with the FCRA?635 [F][2] : Can the Initial Disclosure Include an Authorizing Signature Line?636 [F][3] : Do Employers Really Have to Provide the Consumer with the Same Information Twice?636 [F][4] : What If the Employer Hires an Intermediary to Compile Information from Several Consumer Reporting Agencies?636 [F][5] : How Long Should an Employer Wait Between Giving the Pre-Adverse Action Disclosure and the Adverse Action Notice?637 [G] : Practical Applications637 [H] : Suggestions for Hiring and Conducting Background Checks639 § 8:5.2 : Compiling Background Information Without Utilizing the Services of a CRS and Conducting Internal Investigations639 [A] : When an Employer Uses an Outside Entity for an Internal Investigation639 [B] : When an Employer Does Not Use an Outside Entity to Compile Investigative Information or Conduct an Investigation641 [B][1] : Investigative Consumer Reports That an Employer Compiles in Connection with Its Application Process642 [B][1][a] : References642 [B][1][b] : Prior Employers642 [B][2] : Internal Investigations That an Employer Conducts in Response to an Allegation or Suspicion of Employee Misconduct or Wrongdoing643 [B][2][a] : Attorney-Client Privilege/Attorney Work Product643 § 8:5.3 : Polygraph Examinations645 [A] : In General645 [B] : Record Keeping647 [C] : Rights of the Examinee647 [D] : Practical Guidelines for Polygraph Testing648 § 8:5.4 : Honesty Testing649 [A] : In General649 [B] : Practical Advice for Employers Utilizing Honesty Tests649 § 8:5.5 : Tests of Skills and Abilities650 § 8:5.6 : Psychological and Psychiatric Testing650 § 8:5.7 : Fingerprints and Photographs651 § 8:5.8 : Genetic Testing652
	Chapter 9:	Guarding Trade Secrets
§ 9:1 : Introduction657 § 9:2 : What Is a Trade Secret?658 § 9:2.1 : Uniform Trade Secrets Act and the California Definition658 [A] : Secrecy661 [A][1] : Publicly Known Through Internet Disclosure662 [B] : Reasonable Efforts to Preserve Secrecy664 [B][1] : Require That Employees (and Third Parties) Who Are Given Access to Trade Secrets Sign Confidentiality Agreements664 [B][2] : Alert Employees (and Third Parties) with Access to Trade Secrets Regarding Their Confidential Nature665 [B][3] : Limit Access to Only Those Employees (and Third Parties) Who “Need to Know” Trade Secrets to Perform Their Jobs665 [B][4] : Avoid Public Disclosure of Trade Secret Information Through Display, Publication, Advertising, Etc.665 [C] : Value Derived from Secrecy666 § 9:2.2 : Restatement of Torts and the New York Definition666 § 9:2.3 : Trade Secret Protection Checklist and the New York Definition669 § 9:3 : Keeping Employees from Competing or Working for Competitors upon Their Departure671 § 9:3.1 : Background671 § 9:3.2 : In Most States, Covenants Not to Compete Will Be Enforced If They Are Necessary to Protect a Legitimate Interest of the Employer673 [A] : What Is a “Legitimate Employer Interest”?676 [A][1] : Trade Secrets As a “Legitimate Employer Interest”677 [A][2] : Customer Lists As a “Legitimate Employer Interest”677 [A][3] : Customer Solicitation As a “Legitimate Employer Interest”678 [A][4] : An Employee’s Unique Services As a “Legitimate Employer Interest”9679 [B] : Reasonableness Standard for Enforcement of Covenants Not to Compete681 [C] : Other Factors Affecting the Reasonableness of Covenants Not to Compete683 § 9:3.3 : Garden Leave and Notice Provisions684 § 9:3.4 : The Employee Choice Doctrine684 § 9:3.5 : Under California Law, Employee Covenants Not to Compete upon Termination of Employment Are Void686 [A] : The California Rule and Its Application686 [A][1] : The Policy Behind the California Rule687 [A][2] : Choice-of-Law Provisions Cannot Be Used to Avoid the California Rule687 [A][3] : California Courts Will Not Rewrite an Overly Broad Non-Compete Provision to Make It Valid690 [B] : California Courts May Enforce Certain Types of Non-Compete Clauses That Limit, But Do Not Prohibit, Competition691 [B][1] : Covenants by Employees Not to Use or Disclose Their Employers’ Trade Secrets Are Enforceable in California691 [B][2] : Prohibition Against a Limited Subset of Activities692 [B][3] : The Trade Secrets Exception693 [B][4] : Other Statutory Exceptions Allowing Restraints on Competition695 [C] : Enforcement of Non-Solicitation Clauses696 [C][1] : What Is “Solicitation”?696 [C][2] : Customer Solicitation697 [C][3] : Competitor Employee Raiding Absent a Non-Solicitation Clause699 [C][4] : Competitor Employee Raiding in Light of a Non-Solicitation Clause700 § 9:4 : Preventing Departing Employees from Using or Disclosing Trade Secrets703 § 9:4.1 : Background703 § 9:4.2 : Sources of Protection for Employers703 [A] : Civil Remedies for Trade Secret Misappropriation703 [A][1] : Basis for Liability703 [A][2] : Available Remedies705 [A][3] : Limitations Periods707 [A][4] : Risks Associated with Civil Discovery708 [B] : The Inevitable Disclosure Doctrine May Be Used to Prevent “Threatened” Misappropriation of Trade Secrets709 [B][1] : New York and Most Other States Have Adopted the Inevitable Disclosure Doctrine710 [B][2] : California Has Rejected the Inevitable Disclosure Doctrine714 [C] : Other Potential Remedies Available to the Employer715 [C][1] : Common-Law Duty of Loyalty and Law of Unfair Competition715 [C][2] : Tortious Interference with Contractual Relations717 [C][3] : Computer Fraud and Abuse Act718 [C][4] : Racketeer Influenced and Corrupt Organizations Act718 [D] : Effect of Trade Secret Preemption719 [E] : Criminal Statutes720 [E][1] : Federal Statutes720 [E][2] : California Statutes722 [E][3] : New York Statutes722 § 9:5 : Protection of Trade Secrets Abroad723 § 9:5.1 : Trade Secrets Under German Law723 [A] : The Protection of Trade Secrets Under Labor Law723 [A][1] : Secrecy Obligations of Employees725 [A][1][a] : Protection of Trade Secrets During Employment725 [A][1][b] : Protection of Trade Secrets After Employment726 [B] : The Protection of Trade Secrets Under the Act Against Unfair Competition727 [C] : The Protection of Trade Secrets Under the German Criminal Code728 [D] : Violations of Secrecy Obligations During Employment728 [D][1] : Measures of Labor Law728 [D][2] : Further Legal Actions729 [E] : Violations of Secrecy Obligations After the End of Employment731 [F] : Cross-Border Protection of Trade Secrets732 [G] : Recommendations732 § 9:5.2 : Trade Secrets Under British Law733 [A] : Choice of Law733 [B] : The Duarte Danger733 [C] : Samengo-Turner734 [D] : European Safeguards736 [E] : Lawful Protections and Public Policy Considerations in the United Kingdom737 [E][1] : Implied Duties737 [E][1][a] : Fiduciary Duties737 [E][1][b] : Duty of Fidelity738 [E][1][c] : Duty of Confidentiality739 [E][2] : Express Duties740 [E][2][a] : Confidentiality740 [E][2][b] : Intellectual Property741 [E][2][c] : Duty Not to Compete During Employment741 [E][2][d] : Post-Termination Restrictive Covenants742 [E][3] : Enforceability of Restrictive Covenants742 [E][3][a] : Public Policy742 [E][3][b] : Reasonableness742 [E][3][c] : Legitimate Interests742 [E][3][c][i] : Trade Connections or Goodwill743 [E][3][c][ii] : Trade Secrets and Confidential Information743 [E][3][c][iii] : The Stability of the Workforce, in Terms of Retention of Employees743 [E][3][d] : Scope743 [E][3][d][i] : Length744 [E][3][d][ii] : Area744 [E][3][d][iii] : Considerations745 [E][3][d][iv] : Group Companies745 [E][3][d][v] : Tailoring to Circumstances745 [E][3][e] : Severability746 [E][4] : Examples of Post-Termination Restrictive Covenants747 [E][4][a] : Post-Termination Non-Compete747 [E][4][b] : Non-Solicitation of Customers/Clients748 [E][4][c] : Non-Dealing with Customers/Clients750 [E][4][d] : Non-Poaching and/or Engagement of Employees750 [F] : Investigation and Enforcement751 [F][1] : Vigilance and Speed751 [F][2] : Investigation752 [F][2][a] : Disciplinary/Dismissal752 [F][2][b] : Gathering Evidence752 [F][2][c] : International Data Transfer753 [F][2][d] : Computer Forensics754 [F][2][e] : Identify the Team754 [F][3] : Remedies754 [F][3][a] : Injunctions754 [F][3][b] : Damages755 [F][3][c] : Account of Profits755 [F][3][d] : Evidential Orders755 [F][3][e] : Actions Against Third Parties755 [F][3][f] : Costs and Cross-Undertakings756 [G] : Summary756 § 9:5.3 : Trade Secret Protection in China757 [A] : Definition of Trade Secret and Civil Law Protection761 [B] : Administrative Enforcement and Criminal Proceedings765 [C] : Trade Secret Protection Under Labor Law and Labor Contract Law766 [C][1] : Confidentiality Agreements766 [C][2] : Non-Compete Agreements767 [C][3] : Non-Solicitation Agreements769 [D] : Evidence Collection and Employee Privacy Concerns770 [D][1] : “Evidence Preservation”771 [D][2] : Employee Privacy; Employee Computer Usage/Email771 [E] : Governing Law and Jurisdictional Issues773 [F] : Recommendations774 § 9:6 : A Primer on Strategy: Before and After an Employee Leaves777 § 9:6.1 : Establishing and Maintaining Secrecy777 [A] : Confidentiality Agreements778 [B] : Non-Compete, Non-Solicitation, and Non-Disclosure Provisions; Severability Clause778 [C] : Confidentiality Alerts/Reminders780 [D] : Limited Access780 [E] : Avoiding Public Disclosure780 § 9:6.2 : What to Do When an Employee Leaves781 [A] : Exit Interview781 [B] : Search of Departing Employee’s Workspace/Computer783 [C] : Forensic Analysis of Employee’s Computer783 [D] : Follow-Up Letters787 [E] : Restrictive Covenants788 [F] : Risk Monitoring789
	Chapter 10:	Reductions in Force; And Appendices 10A-10I
§ 10:1 : Introduction794 § 10:2 : Discrimination and Common-Law Causes of Action795 § 10:2.1 : Potential Discrimination Claims795 [A] : In General795 [B] : Disparate Treatment Theory795 [C] : Disparate Impact Theory796 § 10:2.2 : Common-Law Claims800 § 10:2.3 : Evidentiary Considerations801 [A] : Impermissible Statements801 [B] : Reorganized Job Responsibilities802 [C] : Statistics803 [D] : Competence and Performance804 [E] : Cost Factor804 [F] : “Me Too” Evidence805 § 10:2.4 : Potential Liability and Damages807 § 10:3 : Alternatives to a Reduction in Force808 § 10:3.1 : Voluntary Separation Programs (VSPs)808 [A] : Typical Features of VSPs809 [A][1] : Severance Benefits809 [A][2] : Eligibility809 [A][3] : “Window Periods”810 [B] : Are Incentives Permissible?810 [C] : VSPs and Discrimination812 [D] : Voluntariness812 § 10:3.2 : Early Retirement Programs (ERPs)814 [A] : Legal Considerations815 [B] : Age As a Criterion of Plan Eligibility and Benefits815 [C] : Voluntariness815 § 10:3.3 : Potential ERISA Liability for Misrepresentation of or Failure to Disclose Future Enhanced Retirement Packages or Benefits816 § 10:4 : Planning for a Reduction in Force817 § 10:4.1 : Establish Corporate Justification for RIF817 § 10:4.2 : Practical Considerations for Implementing a Reduction in Force818 [A] : Workforce Analysis and Demographics819 [B] : Management Training820 [C] : Communication with Employees821 [D] : Selection of Employees for Retention821 [D][1] : Generally821 [D][2] : Jobs and Their Relative Value822 [D][3] : Evaluation and Relative Ranking of Employees822 [D][3][a] : Performance Evaluations Generally822 [D][3][b] : Evaluation Criteria824 [D][3][c] : Existing Versus New Evaluations825 [D][3][d] : Comparative Employee Ranking825 [E] : Oversight826 [E][1] : Workforce Analysis826 [E][2] : Evaluation of Jobs/Employees828 [E][3] : Thorough Review of Individual Problems828 [E][4] : Exit Interview828 [F] : Post-RIF Considerations829 § 10:4.3 : Obtaining Releases829 § 10:4.4 : Obtaining ADEA Releases831 [A] : General Waiver Requirements Under the OWBPA831 [B] : “Knowing and Voluntary” Requirement832 [C] : Wording of Waiver Agreement833 [D] : Specific Referral to Rights or Claims834 [E] : Waiver of Future Rights834 [F] : Consideration834 [G] : Consultation with Attorney835 [H] : Time Periods835 [H][1] : Time to Consider Agreement835 [H][2] : Time to Revoke Release836 [I] : Special Informational Requirements for Group Termination “Programs”837 [I][1] : Exit Incentive or Other Employment Termination Programs837 [I][2] : Organizational Unit Defined838 [I][3] : Eligibility Factors841 [I][4] : Presentation of Information842 [I][4][a] : Categorization of Employees842 [I][4][b] : Scope of Disclosure843 [J] : Other Requirements Under OWBPA844 [J][1] : Waivers Settling Charges or Lawsuits844 [J][2] : Burden of Proof844 [J][3] : EEOC’s Enforcement Power844 [K] : EEOC Regulations on ADEA Waivers845 [K][1] : No Ratification of Waiver by Employee’s Retention of Severance Payments845 [K][2] : “Tender Back”846 [K][3] : Restitution/Set-Off846 [K][4] : Covenants Not to Challenge Waiver847 [K][5] : Abrogation847 [K][6] : Cure of the Defective Release848 [K][7] : Invalid Waiver As a Separate Cause of Action849 [K][8] : Effect of Invalid Waiver on Timeliness of ADEA Suit850 [L] : OWBPA Requirements Not Applied to Non-Age Claims851 [M] : Admissibility of Unsigned Agreement in ADEA Action851 § 10:5 : Worker Adjustment and Retraining Notification (WARN) Act852 § 10:5.1 : Who Must Give Notice853 § 10:5.2 : Mass Layoffs and Plant Closings Under WARN854 [A] : “Plant Closing” Defined854 [B] : “Mass Layoff” Defined854 [C] : “Reduction in Force” Defined855 [D] : “Single Site of Employment” Defined856 [E] : “Part-Time Employee” Defined857 [F] : “Employment Loss” Defined857 [G] : Losses Must Be Aggregated862 [H] : Temporary or Delayed Layoff862 [I] : Temporary Hire Exception863 [J] : Strike or Lockout Exception863 § 10:5.3 : To Whom Notice Must Be Given and What a Valid Notice Must Include864 [A] : To Whom Notice Must Be Given864 [B] : What a Valid Notice Must Include864 § 10:5.4 : When Less Than Sixty Days’ Notice Can Be Given865 [A] : Faltering Company Exception865 [B] : Unforeseeable Circumstances Exception866 [C] : Act of Nature Exception867 § 10:5.5 : WARN and Bankruptcy867 § 10:5.6 : Waiver of WARN Claims867 § 10:5.7 : Penalties for Violating WARN868 [A] : Penalties868 [B] : Payments in Lieu of Notice869 § 10:5.8 : WARN Class Actions869 § 10:5.9 : Right to Jury Trial870 § 10:5.10 : California WARN Act870 [A] : Labor Code Section 1400 et seq., Applies to More Employers Than WARN Covers871 [B] : Labor Code Section 1400 et seq., Appears to Cover Parent Companies871 [C] : Absent Extraordinary Circumstances, Covered Employers Must Provide Notice of Layoffs, Relocations or Terminations, or Face Significant Damages and Stiff Penalties872 § 10:5.11 : New Jersey WARN Act872 [A] : Who Must Give Notice872 [B] : Definition of Employment Loss873 [C] : To Whom Notice Must Be Given873 [D] : What a Valid Notice Must Include873 [E] : Penalties874 [F] : Establishment of a Response Team874 § 10:5.12 : New York WARN Act874 § 10:6 : Conclusion879 Appendix 10A : Sample Notices of Plant Closure881 Appendix 10B : Sample Notices of Mass Layoff883 Appendix 10C : Sample Notice to State Dislocated Worker Unit and Local Government885 Appendix 10D : Sample Corporate Policy Statement887 Appendix 10E : Sample Reorganization Guidelines for Management889 Appendix 10F : Sample Schedule of Reorganization Activities891 Appendix 10G : Considerations for Conducting Termination Session893 Appendix 10H : Sample Presentation of Statistical Information895 Appendix 10I : Confidential Oversight Analysis897
	Chapter 11:	Whistleblowing and Other Retaliation Claims; And Appendices 11A-11C
§ 11:1 : Introduction901 § 11:2 : An Overview of Retaliation Under the EEO Laws905 § 11:2.1 : The Retaliation Analysis907 § 11:2.2 : The Prima Facie Case909 [A] : Element 1: Protected Activity909 [A][1] : The Opposition Clause912 [A][1][a] : Examples of Protected Opposition Activity913 [A][1][b] : Examples of Unprotected Opposition Activity917 [A][1][c] : Reasonable and Non-Disruptive Requirement919 [A][1][c][i] : Examples of Reasonable and Non-Disruptive Protests920 [A][1][c][ii] : Examples of Unreasonable or Disruptive Protests921 [A][1][d] : Reasonable, Good-Faith Belief Requirement922 [A][2] : The Participation Clause924 [A][2][a] : Participation in Litigation Process924 [A][2][a][i] : Examples of Protected Participation Activity924 [A][2][a][ii] : Examples of Non-Protected Participation Activity926 [A][2][a][iii] : Miscellaneous “Participation Clause” Decisions928 [A][2][b] : Lying During an Investigation928 [B] : Element 2: Adverse Employment Action929 [B][1] : Standard for Evaluating Whether an Employer’s Action Is Retaliatory931 [B][1][a] : Burlington Northern & Santa Fe Railway Co. v. White931 [B][1][b] : Cases Interpreting Burlington934 [B][2] : Retaliation Based on Use of Judicial Process942 [B][3] : Third-Party Retaliation946 [B][3][a] : Retaliation Against “Closely Related” Individuals and Associational Retaliation946 [B][3][b] : Retaliation by Different Entities949 [C] : Element 3: Proof of Causal Connection950 [C][1] : Direct Evidence of Retaliation; the Mixed-Motive Analysis950 [C][2] : Circumstantial Evidence of Retaliation952 [C][2][a] : Proving Causation with Circumstantial Evidence of Retaliation954 [C][2][b] : Temporal Proximity954 [C][2][b][i] : Cases Holding Inference of Causation Exists955 [C][2][b][ii] : Cases Holding Inference of Causation Does Not Exist956 [C][3] : Retaliatory Action Imputable to Employer958 [C][3][a] : “Cat’s Paw” Theory of Liability959 [C][3][b] : Retaliatory Harassment964 [C][3][b][i] : Retaliatory Acts Will Be Imputed to Employer Where Employer Orchestrated Harassment965 [C][3][b][ii] : Retaliatory Acts Will Be Imputed to Employer Where Employer Orchestrated Harassment, Knew About Harassment, or Failed to Stop It965 [C][4] : Prior Criticism of Performance969 § 11:2.3 : Rebutting the Prima Facie Case—Legitimate Business Reasons and the Employer’s Lack of Retaliatory Intent972 § 11:2.4 : Pretext975 § 11:2.5 : U.S. Supreme Court Authority977 § 11:3 : Common-Law Claims and the Beginning of Retaliation Law980 § 11:3.1 : Wrongful Termination in Violation of Public Policy980 [A] : Internal Whistleblowing982 [A][1] : Internal Reports Implicating Public Interest982 [A][2] : Internal Reports of Misconduct That Do Not Inure to Public Benefit983 [A][3] : Other Limits Imposed by the Court984 [B] : External Whistleblowing984 [C] : General Releases Overcome Public Policy Exception985 § 11:3.2 : Breach of Implied Contract986 [A] : New York986 [B] : California986 [C] : Weiner Exception: Employer Handbooks, Manuals, Codes of Conduct988 [D] : Implied Contract and Whistleblowing Policies990 § 11:3.3 : Exhaustion of Administrative Remedies993 § 11:4 : The Whistleblower Protection Act994 § 11:5 : First Amendment Retaliation Claims996 § 11:6 : Title IX Retaliation1010 § 11:7 : Sarbanes-Oxley and Whistleblower Law1011 § 11:7.1 : Recent Amendments to the Sarbanes-Oxley Act1012 § 11:7.2 : Recent Case Law Developments1013 § 11:8 : American Recovery and Reinvestment Act of 20091017 § 11:9 : Dodd-Frank Wall Street Reform and Consumer Protection Act of 20101018 § 11:9.1 : Dodd-Frank Act Whistleblower Incentives1019 § 11:9.2 : Dodd-Frank Whistleblower Protections1020 § 11:9.3 : New Consumer Financial Whistleblower Protections1026 Appendix 11A : EEOC Checklist of Relevant Questions for Investigating Complaints of Retaliation1029 Appendix 11B : Federal Whistleblower Statutes1031 Appendix 11C : State Whistleblower Statutes1045
	Chapter 12:	Employee Blogging and Social Media
§ 12:1 : Introduction1124 § 12:2 : General Concerns with Employee Blogging and Social Networking1125 § 12:3 : Ownership of Blog/Social Media Content1126 § 12:4 : Sources of Protection for Employees and Employer Liability1128 § 12:4.1 : National Labor Relations Act1128 [A] : Scope of Protected “Concerted Activity”1128 [B] : Recent NLRB Decisions1129 [C] : Recent Guidance from the NLRB?s Office of the General Counsel1130 § 12:4.2 : Federal Trade Commission Regulations1132 § 12:4.3 : Negligent Supervision Liability1133 § 12:4.4 : Whistleblower and Retaliation Laws1133 § 12:4.5 : Equal Employment Opportunity Laws1135 [A] : Employees’ Protected Information Online1135 [B] : Nondiscriminatory Investigation and Enforcement1136 [C] : Social Media and Hiring Decisions1136 § 12:4.6 : Restrictive Covenants1137 § 12:4.7 : State Off-Duty Conduct Laws1138 [A] : New York Labor Law1139 [B] : California Labor Law1140 § 12:4.8 : Privacy-Related Laws1141 § 12:4.9 : New Laws Prohibiting Employers’ Access to Employees’ Social Media Sites1142 § 12:5 : Litigation Issues1144 § 12:5.1 : Scope of Discoverability of Blogs and Social Media1144 § 12:5.2 : Methods of Discovering Blogs and Social Media1146 § 12:5.3 : Limitations of Attorney Research Using Blogs and Social Networking Sites1147 § 12:5.4 : Publicizing Litigation Proceedings via Blogs and Social Networks1148
	Chapter 13:	Family, Medical, and Military Leave: Recent Developments Under the FMLA and USERRA
§ 13:1 : Introduction1151 § 13:2 : FMLA and Interpreting Regulations1153 § 13:2.1 : Basic Requirements1153 [A] : “Covered Employer”1153 [A][1] : Applicable Regulations1153 [A][2] : Selected Cases1154 [B] : “Successor in Interest”1155 [B][1] : Applicable Regulations1155 [B][2] : Selected Cases1156 [C] : “Eligible Employee”1156 [C][1] : Applicable Regulations1156 [C][2] : Selected Cases1158 [D] : Reasons for Leave1160 [D][1] : Applicable Regulations1160 [D][2] : Selected Cases1162 [E] : Amount of Leave Entitlement1163 [E][1] : Applicable Regulations1163 [E][2] : Selected Cases1165 [F] : Serious Health Condition1165 [F][1] : Applicable Regulations1165 [F][2] : Selected Cases1166 § 13:2.2 : Employee’s Obligation to Provide Notice of Need for Leave1167 [A] : Applicable Regulations1167 [B] : Selected Cases1169 § 13:2.3 : Employer’s Obligation to Designate Leave and to Provide Notice of Rights1173 [A] : Applicable Regulations1173 [B] : Selected Cases1175 § 13:2.4 : Healthcare Provider’s Certification1176 [A] : Applicable Regulations1176 [B] : Selected Cases1178 § 13:2.5 : Substitution of Paid Leave1181 [A] : Applicable Regulations1181 [B] : Selected Cases1182 § 13:2.6 : Continuation of Health Insurance1183 § 13:2.7 : Intermittent and Reduced Leave Schedules Under the FMLA1184 [A] : Applicable Regulations1184 [B] : Selected Cases1185 § 13:2.8 : Right to Reinstatement1185 [A] : Applicable Regulations1185 [B] : Selected Cases1187 § 13:2.9 : Prohibition of Interference, Discrimination, or Retaliation1189 [A] : Applicable Regulations1189 [B] : Selected Cases: Discrimination and Retaliation1190 [C] : Selected Cases: Interference1195 § 13:2.10 : Eleventh Amendment Sovereign Immunity1199 § 13:2.11 : Statute of Limitations1201 [A] : Applicable Statute1201 [B] : Selected Cases1201 § 13:2.12 : Personal Liability1201 § 13:2.13 : Relief Available Under the FMLA1203 [A] : Applicable Regulation1203 [B] : Selected Cases1203 § 13:2.14 : Waiver of Rights Under the FMLA1205 [A] : Applicable Regulation1205 [B] : Selected Cases1206 § 13:2.15 : Miscellaneous Issues1208 [A] : Arbitration of FMLA Claims1208 [B] : FMLA Preemption1208 [C] : Bankruptcy Estoppel1208 [D] : Exacerbation Claims Under the FMLA1209 § 13:3 : Military Leave1210 § 13:3.1 : Uniformed Services Employment and Reemployment Rights Act of 19941210 [A] : Important Concepts Under USERRA1211 [B] : Reemployment Rights1212 [B][1] : Employee’s Responsibility to Provide Documentation of Service1213 [B][2] : Returning Employees’ Employment Rights1213 [B][3] : Disabled Employees’ Rights Under USERRA1214 [B][4] : Selected Cases1215 [C] : Changed Circumstances1217 [D] : Compensation and Benefits1217 [E] : Prohibition on Discrimination and Acts of Reprisal1218 [E][1] : Important Concepts1218 [E][2] : Selected Cases1219 [F] : Release of USERRA Claims1222 [G] : Arbitration of USERRA Claims1222 [H] : Eleventh Amendment Sovereign Immunity and State Law Preemption—Selected Cases1223
	Chapter 14:	Arbitration
§ 14:1 : Introduction1226 § 14:2 : Class Action Arbitration and Waivers1228 § 14:2.1 : Whether Arbitration of Class Claims Is Permissible1228 § 14:2.2 : The Enforceability of Class Action Waivers1233 [A] : General Principles and Concepcion1233 [B] : The Impact of Concepcion in California1238 [C] : Impact of Concepcion Outside of California1240 [D] : Concepcion and the National Labor Relations Act1242 § 14:2.3 : Whether Federal Statutory and State Law Employment Claims Are Arbitrable1245 [A] : Title VII1245 [B] : Age Discrimination in Employment Act and the Waiver Restrictions of the Older Workers Benefit Protection Act1247 [C] : Fair Labor Standards Act1249 [D] : Sarbanes-Oxley1250 [E] : USERRA Claims1252 [F] : State Law Claims1253 § 14:3 : Whether an Arbitration Agreement Will Be Given Full Effect If It Does Not Provide All Available Statutory Remedies1255 § 14:3.1 : Background1255 § 14:3.2 : Punitive Damages1256 § 14:3.3 : Attorney Fees1258 § 14:3.4 : Equitable Relief1259 § 14:4 : Enforceability of Arbitration Agreements1260 § 14:4.1 : Whether Arbitration Agreements in Employment Documents, Contracts, Partnership Agreements, and Employee Handbooks Are Enforceable1260 § 14:4.2 : Whether the Agreement to Arbitrate Must Be Knowing and Voluntary1262 § 14:4.3 : Whether an Agreement to Arbitrate Is an Unconscionable Contract of Adhesion1265 [A] : Procedural Unconscionability1265 [B] : Substantive Unconscionability1267 § 14:4.4 : Whether the Employer Must Pay All Arbitration Costs1269 § 14:4.5 : Whether Arbitration Agreements Are Enforceable by Third Parties1271 § 14:5 : EEOC Litigation on Behalf of Employee Subject to an Agreement to Arbitrate1273 § 14:6 : Questions of Arbitrability: Who Decides?1275 § 14:7 : The Scope of Judicial Review of Arbitration Awards1281 § 14:7.1 : Limited Grounds for Vacating an Arbitration Award1281 § 14:7.2 : “Manifest Disregard of the Law”1282 § 14:7.3 : Other Grounds for Judicial Review1284 § 14:8 : Whether the Right to Compel Arbitration Can Be Waived1288 § 14:9 : Conclusion1290
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