MLB-6000

OpenStax. (2023). 15.2 Employment DiscriminationPrinciples of Economics. Retrieved fromhttps://pressbooks-dev.oer.hawaii.edu/principlesofeconomics/chapter/15-2-employment-discrimination/
This chapter provides a comprehensive analysis of earnings gaps based on race and gender, explains the impact of discrimination in a competitive market, and identifies U.S. public policies designed to reduce discrimination. The section covers important topics such as the sex-discrimination case against Wal-Mart, the investigation of the female/male earnings gap, the investigation of the black/white earnings gap, and the role of competitive markets and public policies in addressing discrimination.

OpenStax. (2023). 14.2 Wages and Employment in an Imperfectly Competitive Labor Market. Principles of Econ 2e. Retrieved from https://textbooks.whatcom.edu/econ100/chapter/14-2/
This article provides an understanding of how labor market power by employers affects wages and employment outcomes. The section explores the concept of monopsony power, where a single employer has significant influence over hiring decisions, resulting in potential disadvantages for job applicants. Understanding this dynamic is crucial for comprehending the real-world complexities of labor markets and the implications for workers' bargaining power and wages.

Naidu, S. (2022). Is There Any Future for a US Labor Movement? Journal of Economic Perspectives, 36(4), 3-28. doi:10.1257/jep.36.4.3
A recent flurry of labor movement activity has been driven by younger workers, tight labor markets, and a sympathetic federal government. Nonetheless, US union density remains low, even as unions remain popular. This is because employer opposition and US labor law together imply that workers need to overcome substantial collective action problems at work in order to win union recognition and collective bargaining agreements. These barriers make dense social networks and high levels of social capital at work a prerequisite for unionization. Labor organizing can build this social capital, but faces an uphill battle without policy changes that extend collective bargaining across employers and up the value-chain and make unionization easier. Partnering with labor unions, researchers can study theoretical problems of collective action while also getting a window into what strategies of a renewed labor movement may work.

Budow, S. A. (2020). To the Victor Goes the Spoils: How the 2020 Presidential Election Could Reshape Labor and Employment Law. Employee Relations Law Journal, 46(2), 21-33.
The 2020 presidential election has the potential to significantly upend labor and employment law. If there is a change in administration, employers should expect a sharp departure from rules issued over the past four years, particularly with respect to overtime, joint employment, and independent contractors. Employers may additionally expect renewed scrutiny of non-compete agreements. These changes may redefine the relationship between employers and workers in vast segments of the economy.

Ryu, D. M. (2022). A Review of the Supreme Court Cases from the October 2020 Term That Impact Labor and Employment Issues. ABA Journal of Labor & Employment Law, 36(2), 203-224.
The author, serving as the section Secretary, provides a commentary on the United States Supreme Court cases from the October 2020 Term that are relevant to labor and employment issues. Although the term had a limited number of employment-related cases, the article highlights four opinions, including Cedar Point Nursery v. Hassid, which addresses a labor law issue, and discusses the implications of Van Buren v. United States, Mahanoy Area School District v. B.L., and National Collegiate Athletic Ass'n v. Alston for the specific interests of the section.

Boston, T. (Fall 2022). Labor and Employment Law May Soon Catch Up with the Changing Landscape of Intercollegiate Athletics. Labor & Employment Law, 50(3), 867 words. Retrieved from [Insert URL or Database Name] (Lexile Measure: 1320L)
This article discusses the significant changes in intercollegiate athletics resulting from NCAA v. Alston and the adoption of name, image, and likeness (NIL) reforms. It also explores the potential implications of these changes, including the possibility of athletes being classified as employees, which could have far-reaching legal consequences related to labor and employment law, such as minimum wage standards, unionization, worker's compensation, vicarious liability, taxation, and Title IX compliance.

Lounsbury, A. L., & Sweeney, B. (2019). At the Intersection of Independent Workforce Arrangements and Employment Law. Employee Relations Law Journal, 45(3), 44–48.
This article discusses legal developments affecting the nature and sustainability of independent workforce arrangements in the U.S. Topics discussed include the shift in the position of the Department of Labor from an enforcement perspective, changes to the rules for classifying independent workers and the rise of marketplace contractor statutes.

Benz, J. G. (2020). The Need for Early Mediation in Employment Cases: Now More Than Ever! Employee Relations Law Journal, 46(3), 29–34.
The article discusses how early mediation can benefit employers in employment-related disputes in the U.S. amidst the COVID-19 pandemic. Also cited are the challenges in the implementation of employment law due to the pandemic, the changes and challenges in the laws and rules governing employer-employee relationships, and the effectiveness of early-stage mediation in preventing employment law litigation.

Naidu, S. (2022). Is There Any Future for a US Labor Movement? Journal of Economic Perspectives, 36(4), 3–28. https://doi.org/10.1257/jep.36.4.3
A recent flurry of labor movement activity has been driven by younger workers, tight labor markets, and a sympathetic federal government. Nonetheless, US union density remains low, even as unions remain popular. This is because employer opposition and US labor law together imply that workers need to overcome substantial collective action problems at work in order to win union recognition and collective bargaining agreements. These barriers make dense social networks and high levels of social capital at work a prerequisite for unionization. Labor organizing can build this social capital, but faces an uphill battle without policy changes that extend collective bargaining across employers and up the value-chain and make unionization easier. Partnering with labor unions, researchers can study theoretical problems of collective action while also getting a window into what strategies of a renewed labor movement may work.