One month after the restructuring, Brooks is informed by the EEOC that, thus far, four complaints have been file against Brooks for discrimination in the process. What data should you examine to determine the possibility of discrimination? Should Brooks be concerned about an ADEA claim based on disparate impact theory?
Answer to relevant QuestionsWhat additional information do you need about the downsizing effort at Brooks to fully understand the legal implications of its restructuring? Companies should be allowed to screen people based on their general attitudes toward unions. What can Sheila do to reduce the “reverse culture shock” of expatriates and their families? Union wages have outpaced nonunion wages over the last ten years. Managers do not have to worry about the NLRA if the workers they manage are not in a union.
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