دانلود کتاب Employment Discrimination in Massachusetts

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Preliminary Pages
PREFACE
ACKNOWLEDGMENTS
ABOUT THE AUTHORS
TABLE OF CONTENTS
TABLE OF CHECKLISTS AND EXHIBITS
Chapter 1
Overview of Employment Discrimination
§ 1.1 INTRODUCTION
§ 1.2 “BLACK-LETTER LAW” IN DISPARATE TREATMENT CASES
§ 1.3 ADVERSE IMPACT CLAIMS OF DISCRIMINATION
Chapter 2
Age Discrimination
§ 2.1 CONTROLLING AUTHORITY AND TYPES OF CLAIMS
§ 2.1.1 The General Prohibition Against Age Discrimination
§ 2.1.2 The Burden of Proof
(a) Disparate Impact
(b) Disparate Treatment
Burden-Shifting Analysis
The Prima Facie Case
The Defendant’s Articulated Response
Proof of Pretext
Mixed-Motive Analysis
§ 2.1.3 Firing Older Workers to Save on Salary or Benefits Costs
§ 2.1.4 Retirement and Succession Issues
§ 2.2 DEFENSES
§ 2.2.1 Statutory Defenses
(a) Bona Fide Occupational Qualification
(b) Reasonable Factors Other Than Age and Good Cause
(c) Bona Fide Seniority System, Bona Fide Employee Benefit Plan, or Retirement Policy
(d) Other Statutory Defenses
(e) General Defenses
Business Justification
Neutral Criteria
Age
§ 2.2.2 Remedies and Damages
(a) ADEA Damages
(b) General Laws Chapter 151B Damages
§ 2.2.3 Deadlines and Procedural Requirements
(a) Administrative Charge
(b) Other Prerequisites for Pursuing a Civil Action Under G.L. c. 151B
Removing Charge from the MCAD
Limitations Period for Filing G.L. c. 151B Civil Action
(c) Other Prerequisites for Pursuing a Civil Action Under the ADEA
Required Waiting Period
Limitations Period for Filing an ADEA Civil Action
§ 2.2.4 Choice of Law and Forum
§ 2.2.5 Survival of Claims
§ 2.3 SETTLEMENTS AND RELEASES
§ 2.3.1 General Requirements
§ 2.3.2 Requirements Specific to Employment Termination Programs
§ 2.3.3 EEOC’s Enforcement Power
§ 2.3.4 The OWBPA’s Danger—No Tender Back Requirement
CHECKLIST 2.1—Age Discrimination Strategy Checklist for Defense Attorneys
Chapter 3
Gender Discrimination
§ 3.1 DISCRIMINATION ON THE BASIS OF GENDER
§ 3.2 SEXUAL STEREOTYPING
§ 3.3 DRESS AND GROOMING CODES
§ 3.4 BONA FIDE OCCUPATIONAL QUALIFICATIONS
§ 3.4.1 Privacy Interests/Rights
§ 3.5 SEX-PLUS DISCRIMINATION
§ 3.5.1 Sex-Plus Race
§ 3.5.2 Sex-Plus Age
§ 3.5.3 Sex-Plus Pregnancy
§ 3.5.4 Sex-Plus Marital Status
§ 3.5.5 Sex-Plus Children
§ 3.5.6 Sex-Plus Appearance
§ 3.6 CLAIMS FOR EQUAL PAY
§ 3.6.1 Federal Equal Pay Act
(a) General
(b) Proving “Substantial Equality”
(c) Employers’ Defenses
(d) Damages
(e) Paycheck Fairness Act of 2019
§ 3.6.2 Massachusetts Equal Pay Act
(a) General
(b) Comparable Work
(c) Other Key Changes to MEPA in 2016 Amendment
§ 3.6.3 Relationship of FEPA and MEPA to Title VII and G.L. c. 151B
§ 3.7 MASSACHUSETTS EQUAL RIGHTS ACT
§ 3.7.1 General
§ 3.7.2 Scope and Burden
(a) Scope
(b) Burden
§ 3.8 EQUAL PROTECTION
Chapter 4
Disability Discrimination
§ 4.1 OVERVIEW OF THE CONTROLLING LAW
§ 4.1.1 State Law
§ 4.1.2 Federal Law
§ 4.2 DISABILITY DISCRIMINATION: A PLAINTIFF’S PERSPECTIVE
§ 4.2.1 The Statute—General Laws Chapter 151B
§ 4.2.2 Common Issues
§ 4.2.3 Does the Plaintiff Have a Handicap?
(a) Substantial Limitation
(b) Temporary Impairments
(c) Employee Perceived as Being Disabled
(d) Record of Impairment or Disability
(e) Asymptomatic Ailments
(f) Major Life Activities
(g) Misconduct by Persons with Handicaps
(h) Mitigating Measures
§ 4.2.4 Is the Plaintiff Capable of Performing the Essential Functions of the Position with Reasonable Accommodation?
(a) Essential Functions
Cases in Which Various Impairments Did or Did Not Result in Disability
(b) Reasonable Accommodation
Reassignment
(c) Interaction Between Employer and Employee
(d) Judicial Estoppel
§ 4.2.5 Can the Employer Demonstrate an Undue Hardship?
(a) Other Defenses
§ 4.2.6 What Is the Burden of Proof in a Handicap Discrimination Case?
(a) Introduction
(b) When the Employer’s Motive Is Not an Issue
(c) When the Employer’s Motive Is an Issue
(d) Clarification of the Plaintiff’s Burden
(e) Failure to Provide Reasonable Accommodation
§ 4.2.7 Types of Defendants
(a) Individual Liability
(b) Public Entities
(c) Miscellaneous
Disability Insurance Plans and Mental Disabilities
Company Seniority Rules
Harassment on Basis of Disability
Retaliation
Association
§ 4.2.8 Damages
§ 4.2.9 Strategy
(a) Case Selection
Medical Records
Treating Physician
Understanding the Disability
Judicial Estoppel
Client’s Personality
(b) Time Limitations
(c) Forum Selection
Administrative Agency
State Court Versus Federal Court
Arbitration
(d) Expert Testimony
(e) Summary Judgment
(f) Trial
Jury Selection
The Judge
Plaintiff’s Testimony
Jury Instructions
Special Interrogatories
Posttrial Motions
§ 4.2.10 Source Material
§ 4.3 DISABILITY DISCRIMINATION: A DEFENSE PERSPECTIVE
§ 4.3.1 Interpretations of the Law and the ADA Amendments Act of 2008
§ 4.3.2 Types of Claims
(a) Proof of Discrimination Claim
(b) Proof of Failure to Provide Reasonable Accommodation Claim
(c) Elements of Prima Facie Case
“Handicapped”
“Qualified”
(d) Duty of Reasonable Accommodation
Definition of “Reasonable Accommodation”
Modifying Job Tasks
Reassignment
Leaves of Absence
Accommodation Where Misconduct Is Involved
Timeliness of Reasonable Accommodation
Request for Accommodation Is Protected Activity
(e) Interactive Process
(f) Preemployment Inquiries and Examinations
§ 4.3.3 Defenses
(a) Legitimate, Nondiscriminatory Reason
Misconduct
Absenteeism
Poor Performance
(b) Undue Hardship
(c) Direct Threat
(d) Job-Relatedness and Business Necessity
(e) Judicial Estoppel
CHECKLIST 4.1—Plaintiff’s Burden of Proof When Alleging Employer’s Failure to Provide Reasonable Accommodation
CHECKLIST 4.2—Disability Discrimination: Strategy Options for Employers
Chapter 5
Pregnancy Discrimination
§ 5.1 INTRODUCTION
§ 5.2 PREGNANCY DISCRIMINATION: A PLAINTIFF’S PERSPECTIVE
§ 5.2.1 Introduction
§ 5.2.2 Pregnant Women Have Protection Under the State and Federal Laws Governing Sex Discrimination
(a) General Laws c. 151B
(b) Title VII of the Civil Rights Act of 1964, as Amended by the Pregnancy Discrimination Act of 1978
(c) Proving Sex Discrimination Based on Pregnancy
Disparate Treatment Analysis of a Pregnancy Discrimination Claim
Disparate Impact Analysis of a Pregnancy Discrimination Claim
Facially Discriminatory Policies That Limit Women from Performing Specific Jobs Simply Because They Are Fertile or Pregnant—Analysis of a Pregnancy Discrimination Claim
§ 5.2.3 Marital Status and Child-Care Responsibilities
§ 5.2.4 Pregnant Women with Complications from Pregnancy May Have a Viable Disability Claim Under Federal and State Law
(a) Normal Pregnancy Ordinarily Is Not Considered a Disability
(b) Pregnancy-Related Medical Conditions May Rise to the Level of a Disability
§ 5.2.5 Statutory Law Allowing Pregnant Women the Right to Take Maternity Leave
(a) Family and Medical Leave Act
(b) Massachusetts Parental Leave Act, G.L. c. 149, § 105D
§ 5.2.6 Conclusion
§ 5.3 PREGNANCY DISCRIMINATION: A DEFENSE PERSPECTIVE
§ 5.3.1 Introduction
§ 5.3.2 Applicable Laws
§ 5.3.3 Unlawful Inquiries
§ 5.3.4 Parental/Maternity and Maternity-Related Leaves
(a) Massachusetts Paid Family and Medical Leave Law
(b) Massachusetts Parental Leave Act
(c) Family and Medical Leave Act
(d) Americans with Disabilities Act and State Counterpart
(e) Massachusetts Pregnant Workers Fairness Act
(f) Pregnancy Discrimination Against Employers
(g) Employer-Mandated Leave
§ 5.3.5 Pregnancy Discrimination in Employment
(a) Prima Facie Case
(b) Need for Parental Leave
(c) Pregnancy-Related Disabilities
(d) Terms and Conditions of Employment
(e) Marital Status, Child-Care Responsibilities, and Breastfeeding
(f) Reductions in Force
(g) Termination
Absenteeism and Tardiness
Performance Issues
§ 5.3.6 Benefits
(a) Short-Term or Temporary Disability
§ 5.3.7 Individual Liability
§ 5.3.8 Remedies Available to Successful Plaintiffs
Chapter 6
Race, Ethnicity, and National Origin Discrimination*
§ 6.1 CONTROLLING AUTHORITY
§ 6.2 TYPES OF CLAIMS
§ 6.2.1 Racial Harassment
§ 6.2.2 National Origin Discrimination
§ 6.2.3 Race Discrimination Against Caucasian Employees
§ 6.2.4 Unconscious Discrimination
§ 6.3 DEFENSES
§ 6.3.1 Challenging the Prima Facie Case
§ 6.3.2 Similarly Situated Employees
§ 6.3.3 Affirmative Action Plans
CHECKLIST 6.1—Strategy Options for Plaintiff in Race, Ethnicity, or National Origin Discrimination Claim
CHECKLIST 6.2—Strategy Options for Defendant in Race, Ethnicity, or National Origin Discrimination Claim
Chapter 7
Religious Discrimination
§ 7.1 OVERVIEW AND HISTORY
§ 7.2 CONTROLLING MASSACHUSETTS AUTHORITY
§ 7.2.1 The Burdens of Proof
§ 7.2.2 Title VII Religious Discrimination Claims
§ 7.2.3 EEOC Regulations
§ 7.2.4 Summary of Statutory Standards for Religious Discrimination in Employment
§ 7.3 TYPES OF CLAIMS
§ 7.4 UNDUE HARDSHIP AND OTHER DEFENSES/‌EXCEPTIONS
§ 7.4.1 Religious Organization Exception
§ 7.4.2 Ministerial Exception
§ 7.5 STRATEGY OPTIONS
§ 7.5.1 Plaintiffs
(a) Advance Strategies
(b) After the Fact Strategies
§ 7.5.2 Defendants
(a) Checklist of Employer Best Practices
(b) Employer Defenses
Chapter 8
Sexual Harassment
§ 8.1 INTRODUCTION
§ 8.2 SEXUAL HARASSMENT CLAIMS: A PLAINTIFF’S PERSPECTIVE
§ 8.2.1 Sources of Rights for Sexual Harassment Claims
(a) State Law
General Laws Chapter 151B
General Laws Chapter 214, § 1C
(b) Federal Law
Title VII
42 U.S.C. § 1983
Title IX
§ 8.2.2 Selecting a Forum
§ 8.2.3 Types of Sexual Harassment Claims
(a) Elements of Quid Pro Quo Claim
(b) Elements of Hostile Environment Claim
Conduct of a Sexual Nature
Welcomeness
Purpose or Effect of Creating Hostile Environment
Severe or Pervasive Conduct
Reasonableness Standard
Subjective Standard
Federal Law
(c) Same-Sex Sexual Harassment
(d) Harassment Based on Sexual Orientation and Gender Identity
§ 8.2.4 Employer Liability
(a) Employer Liability for Actions of Supervisors and Those on Whom It Confers Authority
(b) Employer Liability for Conduct of Coworkers
(c) Employer Liability for Actions of Nonemployees and Toward Nonemployees
§ 8.2.5 Individual Liability
(a) Individual Liability for Retaliation
(b) Individual Liability for Interference with Protected Rights
(c) Individual Liability for Aiding and Abetting
§ 8.2.6 Filing a Claim
(a) Statutes of Limitations
MCAD
EEOC
Court
Continuing Violations Doctrine
Chapter 151B: State Court
Title VII: Federal Court
(b) Naming Parties
(c) Bringing Additional Claims in Court
§ 8.2.7 Proving a Claim of Sexual Harassment
(a) Types of Evidence of Sexual Harassment
Plaintiff’s Statements Regarding the Sexually Harassing Conduct and the Effect of Such Conduct
Plaintiff’s Testimony at Deposition and at Trial
Employer’s Statements Regarding the Conduct, Complaint, Investigation, Policies, and Remedy
Harasser’s Statements Regarding the Alleged Conduct, the Plaintiff’s Complaint, the Employer’s Investigation, Policies, and Remedy
Witness Statements Regarding the Conduct, the Plaintiff’s Complaint, the Employer’s Investigation, and Policies
Personnel Records of Plaintiff and Harasser
Email
Sexual Harassment Complaints of Other Employees
Financial Information About Employer and Harasser
Self-Help Discovery
(b) Additional Evidence Required Under Federal Law
(c) Additional Evidence to Establish Liability for Sexual Harassment
Failure to Have a Policy That Complies with General Laws Chapter 151B
Failure to Do Adequate Investigation and Take Prompt Remedial Action
(d) Evidence of Retaliation
§ 8.2.8 Remedies and Damages
(a) Injunctive Relief
(b) Back Pay and Front Pay
(c) Emotional Distress Damages
(d) Punitive Damages
(e) Attorney Fees and Costs of Litigation
§ 8.3 SEXUAL HARASSMENT CLAIMS: AN EMPLOYER’S PERSPECTIVE
§ 8.3.1 Sources of Sexual Harassment Law
§ 8.3.2 Hostile Work Environment Claims: Similarities and Differences Between General Laws Chapter 151B and Title VII
(a) Sexual Conduct: “Based upon Sex” Versus “Conduct of a Sexual Nature”
(b) Severe and Pervasive
(c) Objectively and Subjectively Offensive
(d) Welcomeness
§ 8.3.3 Employer Liability
(a) Employer Liability for Supervisor’s Conduct
(b) Employer Liability for Harassment by Coworkers
§ 8.3.4 Individual Liability
§ 8.3.5 Special Issues in Sexual Harassment Law
(a) Same-Sex Harassment
(b) Sexual Orientation Harassment
(c) Third-Party Harassment
(d) Workplace Romance
§ 8.3.6 Constructive Discharge
§ 8.3.7 Quid Pro Quo Sexual Harassment Claims
§ 8.3.8 Statute of Limitations and the Continuing Violation Doctrine
§ 8.3.9 Damages
(a) Emotional Distress Damages
(b) Economic Damages
(c) Punitive Damages
(d) Attorney Fees
§ 8.3.10 Reducing the Risk of Sexual Harassment
(a) Tailored Policy
(b) Distribution to Employees
(c) Training
(d) Employee Reporting Responsibility
(e) Institute Complaint Procedure
(f) Showing of Effective Remedial Action
§ 8.3.11 The #MeToo Movement
CHECKLIST 8.1—Harassment Investigation Checklist
EXHIBIT 8A—MCAD Sexual Harassment Guidelines
EXHIBIT 8B—MCAD’S Model Sexual Harassment Prevention Policy
Chapter 9
Sexual Orientation Discrimination and Same-Sex and LGBTQ Sexual Harassment
§ 9.1 INTRODUCTION
§ 9.2 SEXUAL ORIENTATION DISCRIMINATION
§ 9.2.1 Federal Protections Against Sexual Orientation Discrimination
(a) Textual Arguments
(b) Gender Stereotyping
(c) Associational Discrimination
(d) Congressional and Agency Developments
§ 9.2.2 Massachusetts State Protections
(a) Who Is Protected?
(b) Who Is Exempt?
(c) Who May Be Held Liable?
(d) What Standards Apply?
§ 9.2.3 Disparate Treatment Claims
(a) Nonselection in Hiring or Promotion
(b) Sexual Orientation Harassment
(c) Adverse Actions
(d) Differential Treatment in Benefits
(e) Retaliation
§ 9.2.4 Disparate Impact Claims
§ 9.2.5 Other Resources
§ 9.3 SAME-SEX SEXUAL HARASSMENT AND SEXUAL HARASSMENT OF LGBTQ EMPLOYEES
§ 9.3.1 Introduction
§ 9.3.2 Federal Approach to Same-Sex Sexual Harassment and Sexual Harassment of LGBTQ Employees
(a) Overview
(b) Elements of Same-Sex Sexual Harassment Claim Under Title VII
(c) Proving Discrimination “Because of Sex”
Oncale’s First Factor
Oncale’s Second Factor
Oncale’s Third Factor
Other Important Post-Oncale Cases
Sex Stereotyping
(d) Proving That the Harassment Was Sufficiently Severe or Pervasive and Objectively and Subjectively Offensive
§ 9.3.3 Massachusetts Approach to SameSex Sexual Harassment
(a) Overview
(b) Prima Facie Case and Proof Under State Law
Unwelcome Conduct of a Sexual Nature
Conduct Creating a Hostile Work Environment
Employer Liability Under Chapter 151B
(c) Cases Applying Chapter 151B to SameSex Sexual Harassment
Gyulakian v. Lexus of Watertown, Inc.
Dietrich v. Swartz & Corcoran Insurance Agency, Inc.
Sobocinski v. United Parcel Service, Inc.
§ 9.3.4 Other Resources
CHECKLIST 9.1—Same-Sex Sexual Harassment and Sexual Orientation Discrimination Checklist of Possible Defenses for the Employer
Chapter 10
Gender Identity Discrimination
§ 10.1 INTRODUCTION
§ 10.2 MASSACHUSETTS LAW: PROHIBITIONS AGAINST DISCRIMINATION ON THE BASIS OF GENDER IDENTITY OR EXPRESSION
§ 10.2.1 Chapter 151B’s Explicit Prohibition Against Discrimination Based on Gender Identity and/or Expression
§ 10.2.2 Application of Chapter 151B’s Prohibition Against Discrimination Based on Sex to Gender Identity and Expression
§ 10.2.3 Types of Claims Under Chapter 151B
(a) Disparate Treatment
(b) Harassment
§ 10.3 FEDERAL LAW: GENDER IDENTITY DISCRIMINATION REGARDED AS SEX DISCRIMINATION
§ 10.4 DISCRIMINATION ON THE BASIS OF DISABILITY—MASSACHUSETTS AND FEDERAL LAW
§ 10.5 TIPS FOR EMPLOYER-SIDE ATTORNEYS: CREATING SAFE AND WELCOMING WORKPLACES
§ 10.6 TIPS FOR EMPLOYEE-SIDE ATTORNEYS: CREATING A WELCOMING LAW PRACTICE
Table of Cases
A
B
C
D
E
F
G
H
I
J
K
L
M
N
O
P
Q
R
S
T
U
V
W
Y
Z
Table of Statutes Rules and References
FEDERAL
MASSACHUSETTS
ADDITIONAL REFERENCES AND RESOURCES
Index
A
B
C
D
E
F
G
H
I
J
L
M
O
P
R
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T
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