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Discussion Groups

Discussion Groups

Session Summary – Discussions in Dispute Resolution: The Next Generation

Submitted by Rishi Batra On Sunday, July 23, editors Art Hinshaw (ASU) and Andrea Schneider (Cardozo) and authors of “Discussions in Dispute Resolution: The Next Generation” met in the Royal X room at the 2023 SEALS Conference to discuss the follow up to the wildly successful Discussions in Dispute Resolution: The Foundational Articles Hinshaw, Schneider, & Cole, eds. (Oxford University Press, 2021). While the first book in the series provided commentary and reflections on the impact of the founding articles in the dispute resolution field, this new book focuses on the articles during the growth of the field from 2000 to 2010. Choosing the most impactful articles from this time was not an easy task for the editors, and while

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Call for Papers: SEALS Discussion Group: Family Law Scholarship (& Beyond)

We are seeking participants for a proposed discussion group for next year’s Southeastern Association of Law School’s conference, to be held at the Boca Raton Resort & Club in Boca Raton, Florida from July 26-August 1, 2021. Scholarship in family law is dynamic and often overlaps with other areas of the law, including civil rights, civil liberties, health law, feminist jurisprudence, queer theory, employment discrimination, and trusts and estates, among others. This discussion group will provide an opportunity for participants to discuss drafts of their papers that draw upon family law, including those that overlap with other areas of the law. Participants will have an opportunity to explore symmetries and differences between their various scholarly projects, as well as invite audience

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Session Summary – Remedies Discussion Group: Remedies in Context

Submitted by Caprice Roberts SEALS Scholarship Committee Discussion Group Spotlight SEALS Virtual Conference 2020 30 July 2020 Caprice Roberts, The George Washington University Law School Remedies Discussion Group: Remedies in Context We would have loved to connect in person, but our participants and observers found the SEALS Zoom experience to be productive and convivial. We discussed drafts for each of our speakers. A quick summary of each provocative work is below. Our conversation focused on the extent to which context matters for understanding remedies. A tension exists between articulating a distinct body of remedies law and connecting remedies to the correlative right and broader context. If context is vital, what context—precedent, history, facts, comparative law, the counterfactual world, law and

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Discussion Group: Faculty Development Deans Meeting Challenges and Supporting Faculty Members

This discussion group consists of professors and deans tasked with encouraging, supporting, and promoting scholarship and teaching at their law schools. This is part of recurring effort to share ideas and strategies related to faculty development. In the past, the group has engaged with newer scholars to help them understand how the research dean can be a valuable resource in their progression as teachers and scholars. This year, we want to expand the focus to include supporting mid-level and senior faculty members, confronting challenges and benefits to fostering positive relationships with the university and other departments, and acknowledging the emerging role of external funding in times of decreasing enrollment. * * * If you are interested in joining this Discussion Group,

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Discussion Group Summary: Trends and Developments in Anti-Retaliation Law

Summary Provided by Michael Green (Texas A&M) Discussion Group Summary: Trends and Developments in Anti-Retaliation Law Nicole Porter (University of Toledo Law School) led a rousing scholarly discussion of workplace law trends regarding anti-relation law amongst eleven faculty members with expertise in the subject as part of the first program in the SEALS Workshop on Labor and Employment Law held Wednesday, August 2 from 3 to 6 p.m.  Porter started off explaining her longstanding interest in retaliation matters tracing back to her time as a practitioner.  She noted how it has resonated with her since discovering that employees are much more willing to admit that they retaliated than conceding to discriminatory workplace behavior.  She asked the nine other faculty members

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