Weil, Gotshal & Manges partners Jeffrey S. Klein and Nicholas J. Pappas write that one of the more challenging tasks for any employer is carrying out personnel decisions, especially concerning promotion, while trying to avoid discrimination allegations. In recent years, federal courts have articulated stringent requirements that failure-to-promote discrimination claims must meet to survive summary judgment. A review of those cases can help employers avoid such allegations in their workplaces.
April 05, 2006 at 12:00 AM
1 minute read
The original version of this story was published on Law.com
One of the more challenging tasks for any employer is carrying out ordinary course personnel decisions while trying to avoid allegations of discrimination by employees.
This is particularly true in promotion decisions, where employers frequently consider subjective criteria in their decision-making process.
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