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RIF WAS UNLAWFUL
 
 
Employers must design a reduction in force with "safeguards against subjectivity." The Second Circuit allows a disparate impact analysis to prove an ADEA claim.
 
(Meacham v. Knolls Atomic Power Lab)
 
 
»  Back to ADEA Headlines   |   »  Back to News
 

 
 
 
"employment law - discrimination - EEOC - human resources"