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Jamie Darin Prenkert - Indiana University, Kelley School of Business. Bloomington, IN, US

Jamie Darin Prenkert Jamie Darin Prenkert

Professor of Business Law | Indiana University, Kelley School of Business

Bloomington, IN, UNITED STATES

Jamie Prenkert's research focuses on employment discrimination and whistleblowing, as well as business and human rights.

Secondary Titles (2)

  • Arthur M. Weimer Faculty Fellow
  • AACSB Faculty Qualifications Coordinator

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Biography

Jamie Darin Prenkert is an Arthur M. Weimer Faculty Fellow and Professor of Business Law. His research focuses on employment discrimination and whistleblowing, as well as business and human rights. Professor Prenkert’s research has appeared in the North Carolina Law Review, the American Business Law Journal, and the Berkeley Journal of Employment and Labor Law, among others. He is co-editing “Law, Business, and Human Rights: Bridging the Gap,” a volume for Elgar Press due out in early 2014. He was the Editor in Chief of the American Business Law Journal for volume 49 in 2012.

Professor Prenkert has extensive experience facilitating short-term study abroad experiences with undergraduate students to India and Ghana. He will lead one of the inaugural Global Foundations Core-Global Immersion courses to Johannesburg, South Africa in May 2014, where he and his students will study the responsibilities and impacts of business on human rights in the South African extractive, pharmaceutical, and finance industries.

Professor Prenkert earned a J.D., magna cum laude, from Harvard Law School and a B.A., summa cum laude with honors in Political Science, from Anderson University. Prior to joining the Kelley School faculty, Professor Prenkert was a senior trial attorney for the United States Equal Employment Opportunity Commission. He also practiced with the law firm of Baker & Daniels.

Industry Expertise (3)

Education/Learning Legal Services Research

Areas of Expertise (3)

Employment Discrimination Law Workplace Bullying and Emotional Abuse Retaliation Issues

Accomplishments (5)

Ralph J. Bunche Award for the Outstanding International Paper (professional)

2013

Awarded by the American Political Science Association.

Distinguished Proceedings Award (professional)

2013

Academy of Legal Studies in Business.

Best Conference Paper Award (professional)

2012

Pacific Southwest Academy of Legal Studies in Business.

Outstanding Research Award (professional)

2008

Kelley School of Business, Indiana University.

Harry C. Sauvain Undergraduate Teaching Award (professional)

2008

Kelley School of Business, Indiana University.

Education (2)

Harvard University: J.D., Law 1998

Anderson University: B.A., Political Science 1994

Media Appearances (2)

Kelley School professor Jamie Prenkert named an associate vice provost at IU Bloomington

IU Bloomington Newsroom  online

2016-03-25

Jamie D. Prenkert, a faculty member in the Indiana University Kelley School of Business, has been appointed associate vice provost for faculty and academic affairs at IU Bloomington.

Prenkert is professor and chair of the Department of Business Law and Ethics and an Arthur M. Weimer Faculty Fellow in the Kelley School. His research focuses on employment discrimination as well as business and human rights...

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Defining Employer Retaliation in Whistleblower Cases

EHS Today  online

2013-01-28

Prenkert, who also is a Weimer Faculty Fellow, noted that simply the possibility of being publicly identified as a complainant is enough to discourage someone from becoming a whistleblower ...

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Event Appearances (5)

Conflict Minerals and Polycentric Governance of Business and Human Rights

Academy of Legal Studies in Business Annual Conference  Boston, MA

2013-08-08

Occam’s Razor in Employment Discrimination Law

Academy of Legal Studies in Business Annual Conference  Boston, MA

2013-08-08

Retaliatory Disclosure: When Identifying the Complainant Is an Adverse Action

2012 Law & Society Conference  Honolulu, HI

2012-06-08

Mixed Motives and the RFOA: A Moderate (and Textually Grounded) Middle Road not Taken

Fourth Annual Colloquium on Current Scholarship in Labor and Employment Law  Newark, NJ

2009-09-26

The Reasonable Factors Other than Age Defense in the Wake of Smith and Meacham

2008 Tri-State Academy of Legal Studies in Business Conference  South Bend, IN

2008-10-25

Articles (5)

How Businesses Can Promote Cyber Peace University of Pennsylvania Journal of International Law

2014

Multifaceted cyber threats are increasingly impacting the bottom lines of firms, and spilling over into larger issues of geopolitical importance, including international security.

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Employment Arbitration at the Crossroads: An Assessment and Call for Action Journal of Dispute Resolution

2014

This paper seeks to guide this next stage of the debate by first reviewing the doctrinal developments over the past thirty years that led to a settled state of arbitration law. We then exhort the various stakeholders to collectively take up the challenge of this next stage.

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Perspectives on Teaching: On Being a “Scholarly” Teacher Journal of Legal Studies Education

2013

A certain amount of irony accompanies my drafting of this ...

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Retaliatory Disclosure: When Identifying the Complainant Is an Adverse Action North Carolina Law Review

2012

Sometimes the possibility of being publicly identified as a complainant will be enough to discourage a person from complaining. That is especially true when being identified as a complainant exposes her to a greater likelihood of reprisal. This paper addresses the circumstances when such publicity can be deemed materially adverse, such that it ought to be sufficient to support a claim of retaliation.

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Handle with Care: Avoiding and Managing Retaliation Claims Business Horizons

2012

This article provides an overview of anti-retaliation law as it relates to the employer–employee relationship and outlines eight practical tips for managing and avoiding retaliation claims. Though anti-retaliation provisions provide ample reason for employers to proceed with caution in the face of employee complaints, employers need not succumb to paralyzing litigation fear when addressing concerns regarding complaining employees’ performance issues.

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