McBlogmick

Here is everything for the last unit of the semester on the safety net statutes: The Fair Labor Standards Act flsa.mp3, ERISA Chapter12.mp3, OSHA/Workers Comp Chapter13.mp3, and two bonuses (which we didn't get to and won't be on the final but you might be curious about), arbitration Chapter14.mp3, and ways employers have sought to increase employee voice Chapter15.mp3.

Here's the podcast for the unit on Employment Discrimination. It's long compared to the others, but still appropriately big-picture. wlempdiscpod.mp3

Here is dignity, chapter8.mp3, and here is voice chapter9.mp3.

Here are podcasts for the public policy tort, workpod3.mp3, and employee mobility. workpod6.mp3.

Here is a podcast covering the contractual limitations on the employment relationships. Feel free to pose questions or comments in the comments, on TWEN, or through e-mail. workpod2.mp3

Thanks!

An interesting ABA panel on the topic.

Here is the podcast for the first two chapters of the book. It's mercifully short. Worklaw_intro.mp3

Here's a timely article that provides another view on the portion of film we saw today.

All last year, many of you heard me drone on at length about the article I was working on. It's posted here on the Social Science Research Network if you're interested. The Berkeley Journal of Labor and Employment Law will be publishing it at some point in the fall.

In the article, I argue that our current system of enforcement for employment discrimination is fundamentally broken, and I suggest one way to fix it. Hope your summer's going well!

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Here is the audio for the employment law review session. elmakeup1126.mp3 It's a little on the loud side, so be careful listening to it. I tried to pause when we were reading from the quiz, so there shouldn't be quiet parts that are too long. You can even hear some of the comments and questions, although I tried to repeat everything also. There is no written version of this one because it was recorded spontaneously and not like the podcast summaries for class.

I'm available for questions until 2 pm on Sunday Dec. 2, and good luck, even though you don't need it because you've all basically been preparing all semester long. Thanks for being a great class!

Here is the podcast for employment discrimination: 3485-Chapter10.mp3

Here is the podcast for the FLSA Chapter11.mp3

ERISA Chapter12.mp3

Workers' Comp/OSHA Chapter13.mp3

And arbitration Chapter14.mp3

Here are the podcasts on privacy, chapter8.mp3 and voice, chapter9.mp3.

Here's the podcast for the public policy tort Chapter4podcast.mp3 and for employee mobility chapter7.mp3.

Enjoy!

We will finish up with chapter 3 today, and so here are the first two podcasts: For chapters 1 and 2 Worklaw_intro.mp3; and for chapter 3 (contracting for individual job security) Worklaw_ch_3.mp3

At the end of Chapter 3, you should be able to understand that the basic legal framework for the employment relationship is contractual, what the at-will contract provides, and how the at-will contract can be modified to limit an employer's ability to terminate the employee at will. Our next topic will consider a tort exception to the at-will rules, and then we will consider ways that the employee's ability to leave at will (or really what employees can do after they leave) might be restricted.

I know not everyone agrees with me on the issue of Wal-Mart and workers, but here are a couple of links to some pro-worker sites, one of which is pretty amusing: http://www.walmartworkersrights.org/ and http://www.wakeupwalmart.com/facts/.

On the other side is http://www.walmartfacts.com/wal-mart-wages.aspx

I ran across this abstract recently, and it relates strongly to discussions in my Employment Law class on work/life balance, gender discrimination, and being a lawyer. You might find it interesting.

The Ninth Circuit has upheld the class certification decision of the district court in Dukes v. Wal-Mart. Wal-Mart class action.pdf

The class in this case is all of the women who have worked for Wal-Mart or Sam's Club at any point since 1998--an estimated 1.5 million women. The allegations in the complaint are that because of the centralized control of the main office and the policies it implemented, all of those women were discriminated against in pay and promotional opportunities in the same way.

This is structural litigation at its most basic even though it's directed at a private company and not the government.