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 a welcome development for federal government contractors, OFCCP issued its second opinion letter ...
Read More >
New York’s statewide energy storage goal of 3,000 megawatts (MW) by 2030, with an interim objective...
Read More >
A reminder of the entitlement - The Working Time Directive (the Directive) provides, as a minimum,...
Read More >
One of the amendments we’ve been watching over the past months is one that impacts rights of employ...
Read More >
It's the end of the year and while everyone is busy, employers in California should be aware of new ...
Read More >
HSI Increases I-9 Audits to Target Unauthorized Employment - In October 2017, U.S. Immigration and...
Read More >