Matches in SemOpenAlex for { <https://semopenalex.org/work/W3121480328> ?p ?o ?g. }
Showing items 1 to 68 of
68
with 100 items per page.
- W3121480328 startingPage "22" @default.
- W3121480328 abstract "This short essay, written for a symposium, argues that if unions agree to arbitrate employment discrimination claims (as newly permitted by 14 Penn Plaza LLC v. Pyett), there is a high risk that a union’s duty to protect and advance the collective interests of all members will diverge from the particular interests of an employee asserting a discrimination claim. The essay identifies three potential risks. The first is simply that union leaders may themselves hold discriminatory biases and accordingly fail to support individual employees adequately in the grievance and arbitration process. The more subtle — and probably more significant — risks stem from the fact that employment discrimination claims are likely to be valued significantly more highly by a discrete minority of union members than by the majority. Accordingly, a union acting entirely in good faith might bargain away the right to litigate in court in return for employer concessions that are valued more highly by the membership as a whole. A union might also value pursuing antidiscrimination claims less highly than other potential grievances. Additionally, supporting a member’s discrimination claim will often directly disadvantage other members. At least as traditionally understood, a union’s duty of fair representation would offer inadequate recourse in these scenarios. In Pyett, the Court cavalierly dismissed concerns of potential conflicts as an attack on collective bargaining more generally. This improperly ignores a key distinction. Since most benefits secured by unions are not mandated by employment laws, labor relations law generally takes away from individual employees only the speculative potential that they might have made a better deal bargaining individually. But the right to bring an employment discrimination claim in court is guaranteed by statute — and accordingly individual employees stand to lose significant rights that they would otherwise enjoy." @default.
- W3121480328 created "2021-02-01" @default.
- W3121480328 creator A5038465610 @default.
- W3121480328 date "2012-01-01" @default.
- W3121480328 modified "2023-09-23" @default.
- W3121480328 title "Divergent Interests: Union Representation of Individual Employment Discrimination Claims" @default.
- W3121480328 hasPublicationYear "2012" @default.
- W3121480328 type Work @default.
- W3121480328 sameAs 3121480328 @default.
- W3121480328 citedByCount "0" @default.
- W3121480328 crossrefType "journal-article" @default.
- W3121480328 hasAuthorship W3121480328A5038465610 @default.
- W3121480328 hasConcept C10144844 @default.
- W3121480328 hasConcept C160151201 @default.
- W3121480328 hasConcept C162324750 @default.
- W3121480328 hasConcept C17744445 @default.
- W3121480328 hasConcept C190253527 @default.
- W3121480328 hasConcept C199539241 @default.
- W3121480328 hasConcept C2776359362 @default.
- W3121480328 hasConcept C2776665811 @default.
- W3121480328 hasConcept C2777483011 @default.
- W3121480328 hasConcept C2777673361 @default.
- W3121480328 hasConcept C2779103253 @default.
- W3121480328 hasConcept C2994519032 @default.
- W3121480328 hasConcept C94625758 @default.
- W3121480328 hasConceptScore W3121480328C10144844 @default.
- W3121480328 hasConceptScore W3121480328C160151201 @default.
- W3121480328 hasConceptScore W3121480328C162324750 @default.
- W3121480328 hasConceptScore W3121480328C17744445 @default.
- W3121480328 hasConceptScore W3121480328C190253527 @default.
- W3121480328 hasConceptScore W3121480328C199539241 @default.
- W3121480328 hasConceptScore W3121480328C2776359362 @default.
- W3121480328 hasConceptScore W3121480328C2776665811 @default.
- W3121480328 hasConceptScore W3121480328C2777483011 @default.
- W3121480328 hasConceptScore W3121480328C2777673361 @default.
- W3121480328 hasConceptScore W3121480328C2779103253 @default.
- W3121480328 hasConceptScore W3121480328C2994519032 @default.
- W3121480328 hasConceptScore W3121480328C94625758 @default.
- W3121480328 hasIssue "1" @default.
- W3121480328 hasLocation W31214803281 @default.
- W3121480328 hasOpenAccess W3121480328 @default.
- W3121480328 hasPrimaryLocation W31214803281 @default.
- W3121480328 hasRelatedWork W1568037595 @default.
- W3121480328 hasRelatedWork W1569137271 @default.
- W3121480328 hasRelatedWork W1571034911 @default.
- W3121480328 hasRelatedWork W1758057946 @default.
- W3121480328 hasRelatedWork W1963933718 @default.
- W3121480328 hasRelatedWork W1989726194 @default.
- W3121480328 hasRelatedWork W2012718134 @default.
- W3121480328 hasRelatedWork W2272489079 @default.
- W3121480328 hasRelatedWork W274400556 @default.
- W3121480328 hasRelatedWork W3121229023 @default.
- W3121480328 hasRelatedWork W3121574652 @default.
- W3121480328 hasRelatedWork W3121964137 @default.
- W3121480328 hasRelatedWork W3122351730 @default.
- W3121480328 hasRelatedWork W3122901240 @default.
- W3121480328 hasRelatedWork W3124788910 @default.
- W3121480328 hasRelatedWork W3130752818 @default.
- W3121480328 hasRelatedWork W3152449028 @default.
- W3121480328 hasRelatedWork W563081480 @default.
- W3121480328 hasRelatedWork W87628563 @default.
- W3121480328 hasRelatedWork W1755908390 @default.
- W3121480328 hasVolume "87" @default.
- W3121480328 isParatext "false" @default.
- W3121480328 isRetracted "false" @default.
- W3121480328 magId "3121480328" @default.
- W3121480328 workType "article" @default.