Lay-offs cannot always avoid discrimination or retaliation trials

more+
less-

In Equal Employment Opportunity Commission v. The Boeing Company (August 18, 2009), the Ninth Circuit reminded employers that reductions-in-force do not mean that the company may still not have to defend discrimination and retaliation claims. The Ninth Circuit held that the EEOC was entitled to a trial against Boeing because the EEOC had adequate evidence from which a reasonable jury could conclude that the reasons Boeing advanced to justify its employment actions were pretextual.

Please see full article below for more information.

LOADING PDF: If there are any problems, click here to download the file.

Written by:

more+
less-

Sheppard Mullin Richter & Hampton LLP on:

JD Supra Readers' Choice 2016 Awards
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:

Sign up to create your digest using LinkedIn*

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.

Already signed up? Log in here

*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.
×
Loading...
×
×