Professional Responsibility & Legal Education and Free Speech & Election Law Practice Groups Podcast Eugene Volokh December 13, 2016
Professor Eugene Volokh of the UCLA School of Law joined us Monday, December 12 to discuss the ABA’s new Rule 8.4 on professional misconduct. The Rule states that it is professional misconduct for a lawyer to “engage in conduct that the lawyer knows or reasonably should know is harassment or discrimination on the basis of race, sex, religion, national origin, ethnicity, disability, age, sexual orientation, gender identity, marital status or socioeconomic status in conduct related to the practice of law.” The ABA goes further in Comments, stating that “Such discrimination includes harmful verbal or physical conduct that manifests bias or prejudice towards others,” and that the Rule applies in any situation, even social, that is “connected to the practice of law.” Professor Volokh discussed the First Amendment implications and reaction to the new rule.
Civil Rights Practice Group Podcast
- Professor Eugene Volokh, , Gary T. Schwartz Professor of Law, UCLA School of Law
Peter N. Kirsanow October 14, 2016
Recent legal developments ranging from Supreme Court decisions to administrative actions have raised significant issues about the balance between religious liberties and prohibitions against discrimination. To what extent must an individual’s right to religious freedom yield to the state’s interest in protecting individuals against discrimination? Does the Free Exercise Clause extend beyond one’s home or church?
The U.S. Commission on Civil Rights recently issued a report that appears to tilt in favor of nondiscrimination over religious liberty. What does this portend for the future of religious liberty?
Criminal Law & Procedure Practice Group Podcast
- Hon. Peter N. Kirsanow, , Commissioner, U.S. Commission on Civil Rights
John C. Richter October 11, 2016
On Tuesday, October 11, the Supreme Court will hear oral arguments in Pena-Rodriguez v. Colorado. This case involves the constitutionality of a Colorado rule that bars a defendant from introducing evidence that a juror was racially biased. The justices will consider whether applying a no-impeachment rule to block evidence in this context violates the Sixth Amendment right to an impartial jury.
Fourth Annual Executive Branch Review Conference
- John C. Richter, Partner, King & Spalding
The slogan "Personnel is policy" reflects the principle that hiring the right people is one of the most important things that employers do. An employer with an innovative approach to bringing on board the best people has a critical edge over her competition. But the rise of interpretations of federal employment law that basically give the Equal Employment Opportunity Commission ("EEOC") veto power over nearly any employment decision means that many creative ideas about hiring will be stillborn. Notably, the EEOC interprets federal civil rights law not just to prohibit employers from discriminating on the basis of race, sex, color, national origin, and age, but also on practices that have a "disparate impact" on members of such groups even if the practice is not actually discriminatory. Because virtually any job qualification has a disparate impact on members of some such group, this interpretation confers extraordinary powers on the EEOC. Disparate impact is widely believed to have led many employers to abandon paper and pencil tests of cognitive ability. More recently, employers have been discouraged from using the Internet to recruit because racial minorities were thought to lack access to the internet relative to members of other racial and ethnic groups. Further, the EEOC also has put pressure on employers to abandon the use of credit and criminal background checks because of their alleged disparate impact on racial minorities. This panel will discuss how the metastasis of disparate impact has strangled innovative hiring strategies in these areas as well as others and other perverse consequences of disparate impact's growth.
This panel was presented during the Fourth Annual Executive Branch Review Conference on May 17, 2016, at the Mayflower Hotel in Washington, DC.
- Hon. Gail Heriot, United States Commission on Civil Rights, and Professor of Law, University of San Diego School of Law
- Mr. James Scanlan, Attorney at Law
- Mr. James Sharf, Sharf & Associates
- Moderator: Mr. John Irving, Of Counsel, Kirkland & Ellis
The Mayflower Hotel SCOTUScast 6-16-15 featuring Michael Rosman
Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc, decided on June 1, involves Title VII of the Civil Rights Act of 1964, which prohibits a prospective employer from (among other things) refusing to hire an applicant in order to avoid accommodating a religious practice that it could accommodate without undue hardship. The question here is whether this prohibition applies only where an applicant has informed the employer of his need for an accommodation. The Tenth Circuit had ruled in favor of Abercrombie, concluding that an employer could not be held liable until an applicant (or employee) provided the employer with actual knowledge of her need for an accommodation.
In an opinion delivered by Justice Scalia, the Supreme Court reversed the decision of the Tenth Circuit by a vote of 8-1 and remanded the case for further proceedings. A request for accommodation, or the employer’s certainty that the practice at issue exists, the Court explained, may make it easier to infer the requisite motive, but it is not a necessary condition of liability under Title VII.
The Chief Justice and Justices Kennedy, Ginsburg, Breyer, Sotomayor and Kagan joined Justice Scalia’s majority opinion. Justice Alito filed an opinion concurring in the judgment. Justice Thomas filed a dissenting opinion.
To discuss the case, we have Michael Rosman, who is General Counsel at the Center for Individual Rights.