Faculty in the News—Dec. 5th edition
DU faculty were in the media last week, discussing In-N-Out Burger opening restaurants in Colorado, ICE arresting undocumented immigrants at courthouses and arbitration in gender discrimination cases. Read more from H.G. Parsa, César Cuauhtémoc García Hernández and Rachel Arnow-Richman.
The announcement that In-N-Out Burger would be opening restaurants in Colorado dominated the Denver news cycle last week. In this article from the Denver Post, H.G. Parsa, professor at the Fritz Knoebel School of Hospitality Management, explains why certain brands are able to obtain such ardent fanbases. “We identify our childhood memories with the food we ate and the games we played,” Parsa says. “These games, we can’t play them again but food — you can get that.” He also discussed the increase in well-known retail brands in Denver, and what that says about the city. “People come here for quality of life, and the brands are following them,” he says. "When these well-known brands come to Denver, it makes the statement, 'Hey, Denver has arrived," Parsa adds.
In an opinion piece for the New York Times, César Cuauhtémoc García Hernández, associate professor at the Sturm College of Law, writes about the increase in courthouse arrests by federal Immigration and Customs Enforcement (ICE) agents. “This is a deeply worrisome trend because arrests at courthouses don’t just derail the lives of the unsuspecting people who are detained, they threaten the very operation of our judicial system. Such arrests scare people away from the courts, keeping them, for example, from testifying at trials or seeking orders of protection,” he writes. “By using this tactic, the nation’s lead immigration law enforcement agency is undermining a pillar of our democracy.” García Hernández also recently spoke with BuzzFeed about ICE agents arresting undocumented immigrants during Hurricane Irma.
Rachel Arnow-Richman, professor at the Sturm College of Law, explains how companies use arbitration clauses to silence employees who come forward with gender discrimination claims for Broadly. Rather than allowing an employee to take their complaint to court, the outcome must be determined through arbitration, often due to a clause in the employee’s hiring agreement. “Because arbitration is confidential, women don’t know that others are experiencing the same behaviors,” Arnow-Richman says. “[Arbitration] prevents the public from seeing patterns amongst bad actors. It also prevents the development of the law in terms of precedent-setting and end-runs the public litigation process that could shine a spotlight on these experiences.”