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
The U.S. Department of Labor (the “DOL”) has issued a final rule to expand worker eligibility for ...
Read More >
Our International Arbitration & Dispute Resolution Team explores an Eleventh Circuit ruling in a cas...
Read More >
Dear YouDig? We are thrilled to be adding a four story children’s wing to our hospital. Constructi...
Read More >
An Employee’s Felony Indictment Constitutes Just Cause for Termination - Precedential Decision by ...
Read More >
On June 13, 2019, the Departments of Treasury, Labor, and Health and Human Services issued final reg...
Read More >
The outbreak of COVID-19 has challenged businesses across the board in unprecedented ways. Major con...
Read More >