A few years ago, the U.S. Supreme Court said employers fighting claims of age discrimination carry the burden of proof to show that their alleged discriminatory decisions were actually based on a “reasonable factor other than age (RFOA),” not discrimination. Last month, the EEOC issued final regulations that clarify—using a nonexhaustive list of “other than age” factors—what would legally qualify as a legitimate RFOA in age-bias cases.
Read the EEOC’s Q&A document on this issue at www.theHRSpecialist.com/rfoa.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Having anti-harassment policy isn't enough: You had better be prepared to enforce it, too
- Documenting HR's responsiveness cuts harassment liability
- HR legislation in Congress: What's hot, what's not?
- Did deputy go to wing joint for breasts and thighs?