When Carrying Out a RIF, the U.S. Supreme Court Holds that Employers Have a New Burden to Defend Against Age Discrimination Claims

by Maureen Quinn Dwyer View Biography
Pepper Hamilton LLP View Firm Credentials
Philadelphia Office

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July 10, 2008

Previously published on June 24, 2008

Employers now have a new burden of proof to successfully defend against disparate impact claims of age discrimination when carrying out a reduction in force (RIF).

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The views expressed in this article are solely the views of the author and not Martindale-Hubbell. This article is intended for informational purposes only and is not legal advice or a substitute for consultation with a licensed legal professional in a particular case or circumstance.

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When Carrying Out a RIF, the U.S. Supreme Court Holds that Employers Have a New Burden to Defend Against Age Discrimination Claims

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