Professor Tristin Green specializes in the area of employment discrimination law and civil procedure. Frequently drawing on the social sciences to explore how discrimination operates in the modern workplace, Professor Green’s scholarship focuses on the intersection between organizational structures and individual biases and stereotypes and on the legal implications of understanding discrimination as a relational problem. Professor Green’s scholarship on a structural approach to employment discrimination law has appeared in the Harvard Civil Rights-Civil Liberties Law Review, the Fordham Law Review, and the Vanderbilt Law Review. Her scholarship on work culture and workplace assimilation demands has appeared in the California Law Review and the North Carolina Law Review. In her most recent work, published in summer 2008 in the Harvard Civil Rights-Civil Liberties Law Review, she critiques the Supreme Court’s decision in the controversial pay discrimination case, Ledbetter v. Goodyear, as evincing a conceptual shift toward insular individualism and maps some of the potential consequences of that shift for employment discrimination law. Her current projects include a co-authored article with sociologist Alexandra Kalev, University of Arizona, on developing discrimination-reducing measures at the relational level and an article analyzing the limits and possibilities under Title VII of employers’ consideration of race and sex in organizing work. Prior to joining Seton Hall Law School in 2000, Professor Green served as a law clerk to Judge Dolores K. Sloviter of the U.S. Court of Appeals for the Third Circuit and as a law clerk to Judge Garland E. Burrell, Jr., of the U.S. District Court for the Eastern District of California. In AY 2008-2009, Professor Green will be a visiting professor at UC Berkeley Law (Boalt Hall).

Discrimination-Reducing Measures at the Relational Level (with Alexandra Kalev), Hastings L. J. (forthcoming 2008).

Insular Individualism: Employment Discrimination Law after Ledbetter v. Goodyear, 43 Harv. C.R.-C.L. L. Rev. 353 (2008). Discomfort at Work: Workplace Assimilation Demands and the Contact Hypothesis, 86 N.C. L. Rev.101 (2008).

A Structural Approach as Antidiscrimination Mandate: Locating Employer Wrong, 60 Vand. L. Rev. 849 (2007).

Work Culture and Discrimination, 93 Cal. L. Rev. 623 (2005).