02Aug
Failure to Immediately Address Employee Behavioral Issues Not Evidence of Pretext in Later Termination
In employment discrimination cases, when the plaintiff makes out a prima facie claim of bias, the employer must articulate legitimate non-discriminatory reasons for the action. The plaintiff then has the ultimate burden of proving that those...
By:
Parker Poe Adams & Bernstein LLP
Related
In prior posts, we’ve discussed how information requests in the context of labor relations can be d...
Read More >
On December 6, 2019, a sharply divided panel of the Second Circuit (covering New York, Connecticut, ...
Read More >
What Happened: • On January 19, 2021, major changes to German antitrust/competition law, i.e. the ...
Read More >
Yesterday, Governor Newsom signed AB 1561 (Garcia/Greyson) extending most residential entitlements f...
Read More >
On April 23, Kramer Levin reported on the European Parliament’s approved proposal for the adoption ...
Read More >
Welcome to your weekly update from the Allen & Overy Pensions team, bringing you up to spee?d on the...
Read More >