In a first-of-its-kind decision, the U.S. Court of Appeals for the Eleventh Circuit deferred to the Equal Employment Opportunity Commission (EEOC) and held that job applicants may bring “disparate impact” claims for age discrimination against potential employers, even in the absence of evidence of intentional discrimination.
The Disparate Impact of Hiring Practices
In a first-of-its-kind decision, the U.S. Court of Appeals for the Eleventh Circuit deferred to the EEOC and held that job applicants may bring "disparate impact" claims for age discrimination against potential employers, even in the absence of evidence of intentional discrimination.
By
Matthew R. SimpsonThis premium content is locked for LawJournalNewsletters subscribers only
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