Article

The State of State Anti-takeover Law

This Article is the first to examine systematically state antitakeover law outside Delaware. It conducts a research of all available cases to find whether states with pill endorsement and other constituency statutes follow Delaware’s enhanced fiduciary duties or replace them with weaker standards. It finds substantial variations from Delaware’s law. 

Unlike Delaware, most of the states with relatively strong other constituency and pill endorsement statutes do not impose enhanced fiduciary duties on managers in change-of-control situations. Instead, they apply only the ordinary business judgment rule to management’s use of antitakeover tactics.

This Article has implications for antitakeover law, the market for corporate law, and the desirability of federal intervention. In particular, it provides support for adopting Delaware’s enhanced fiduciary duties—Unocal, Revlon, and Blasius—as federally imposed minimum standards. This would not only improve state antitakeover law outside Delaware, but may also result in improvements to Delaware law since Delaware is currently dragged down by other states.

Making Good on Good Intentions

Recent employment discrimination law has focused on proposals to make it easier for plaintiffs to win Title VII cases when the circumstances underlying their claims are ambiguous. While some of the proposals are sound, they fail to take into account the costs of further legal presumptions and controls on people’s commitment to nondiscrimination goals – or what the article calls “good intentions.” Without such attention, reform efforts will gravitate toward strategies that (1) short-circuit the fundamental causation requirements of Title VII, increasing the risk of false positives and associated anxieties, (2) create a surveillance mentality, and (3) reduce people’s sense of autonomy, competence, and connectedness. The article brings together several strands of social science research to show that these effects weaken workplace trust, legitimacy, and acceptance of nondiscrimination norms. Although the increased pressure may produce compliance in the short term, the article contends that it may also undermine the affirmative commitment necessary over the long term to change the attitudes and beliefs that lead to present-day discrimination. Continued positive change requires not only strong nondiscrimination norms, but also conditions enabling people to internalize those norms. What promotes, or defeats, norm internalization is not an exact science, and is complicated by differences in individual and workplace circumstances. The article reviews the relevant social science literature and evaluates legal and workplace strategies for reducing workplace discrimination in light of it.

Counterinsurgency, The War on Terror, and The Laws of War

Since the wars in Afghanistan and Iraq, military strategists, historians, soldiers, and policymakers have made counterinsurgency’s principles and paradoxes second nature, and they now expect that counterinsurgency operations will be the likely wars of the future. Yet despite counterinsurgency’s ubiquity in military and policy circles, legal scholars have almost completely ignored it. This Article is the first to evaluate the laws of war in light of modern counterinsurgency strategy. It shows that the laws of war are premised on a kill-capture strategic foundation that does not apply in counterinsurgency, which follows a win-the-population strategy. The result is that the laws of war are disconnected from military realities in multiple areas – from the use of non-lethal weapons to occupation law. It also argues that the war on terror legal debate has been myopic and misplaced. The shift from a kill-capture to win-the-population strategy not only expands the set of topics legal scholars interested in contemporary conflict must address but also requires incorporating the strategic foundations of counterinsurgency when considering familiar topics in the war on terror legal debates. 

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