Spring 2014
7397 SEM: Topics in Employment Law - MOOHR- 23723

Professor(s): Geraldine Moohr (EMERTI)

Credits: 3

Course Areas: Employment and Labor Law 

Time: 1:00p-2:30p  MWLocation: BLB-209 

Course Outline: The goal of this seminar is to develop knowledge of employment law through reading, discussion, and writing a paper on a topic of your choice. We will review classic employment law and discrimination cases, analyze unresolved and emerging issues and look at circuit cases the Supreme Court is hearing this term. Generally, the course is divided into three parts: the first is devoted to reviewing historically important employment law and discrimination cases, the second to emerging issues and current cases, the third to writing and editing your paper. You
will write a paper that satisfies the Law Center writing requirement, and are required to submit other assignments, including a first draft of the paper. Your final seminar grade is based on the paper, a good faith effort to complete the course requirements, and professional conduct throughout the semester.

Course Syllabus: Syllabus

Course Notes:   Quota= 12

Prerequisites: Yes  Employment Law, Labor Law or Discrimination Law.

First Day Assignments: For the first class period, be prepared to discuss the employment at will doctrine in some detail. What is it? How does it work? Explain its implications for the relationship between employer and employee. Review your notes or casebook for one of the employment courses you have taken. Some cases that might be of help are Coppage v. Kansas, 235 U.S. 1 (1915) and Payne v. Western & Atl. RR, 81 Tenn. 507 (1884); Henry v. Pittsburgh & L.E.R. Co, 21 A. 157 (Pa. 1891).

On the second class period, we will discuss a story from “Employment Law Stories.” Read Grodin’s essay on Pugh v. See’s Candies and review the case, which is at 171 Cal. Rptr. 917 (Ct. App. 1981).

Final Exam Schedule:    

This course will have:
Exam:
Paper:

Satisfies Skills Course Requirement: No
Satisfies Senior Upper Level Writing Requirement: Yes