The Prima Facie Case of Age Discrimination in Reduction-In-Force Layoffs: A Flexible Standard

dc.creatorBurns, Clara B.
dc.date.accessioned2021-06-24T18:32:31Z
dc.date.available2021-06-24T18:32:31Z
dc.date.issued1989
dc.description.abstractThe purpose of this comment is to analyze the burden of proof standards for age discrimination in reduction-in-force layoffs. This comment first discusses the ADEA and its relationship to title VII, focusing on McDonnell Douglas Corp. v. Green, the leading title VII case establishing the burden of proof standard in discrimination cases. The comment will then discuss and analyze the differing approaches taken by the circuits as to proof of age discrimination in reduction-in-force cases. Finally, this comment proposes that the differing approaches are reconcilable and that both can produce the same result: allowing meritorious ADEA claims to survive the prima facie stage.en_US
dc.identifier.citation20 Tex. Tech L. Rev. 841en_US
dc.identifier.urihttps://hdl.handle.net/2346/87188
dc.language.isoengen_US
dc.publisherTexas Tech Law Reviewen_US
dc.subjectAge Discrimination in Employment Act of 1967en_US
dc.subjectADEAen_US
dc.subjectAge discriminationen_US
dc.subjectReduction in forceen_US
dc.subjectRIFen_US
dc.subjectLayoffsen_US
dc.subjectBurden of proof standardsen_US
dc.subjectMcDonnell Douglas Corp. v. Greenen_US
dc.titleThe Prima Facie Case of Age Discrimination in Reduction-In-Force Layoffs: A Flexible Standarden_US
dc.typeArticleen_US

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