In a decision that has shocked the employment bar, an en banc federal appeals court recently ruled that older job applicants can’t rely on disparate impact in age-bias suits against companies. The decision interpreted a section of the law that says it is “unlawful for an employer … to limit, segregate, or classify his employees in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s age.” Read more here.
Source: ABA Journal
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