A 54-year-old supervisor'sduties were handed to a 48-year-old employee. The supervisor sued under the Age Discrimination in Employment Act. A federal appeals court tossed out the case. Court's reason: The employee wasn't replaced by a person "significantly younger." To help other courts decide this issue in the future, the appeals court reviewed more than 60 cases regarding what constitutes a significant age difference. Its decision: "In the absence of direct evidence that the employer considered age to be significant, an age difference of six years or less between an employee and a replacement is not significant." (Grosjean v. First Energy Corp., No. 02-3361, 6th Cir., 2003)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Dozing at the desk? Sleepy on the shop floor? You may need to offer ADA accommodations
- Worker's criminal past won't immediately get discrimination case tossed
- That's a lot of quarters: City to pay meter reader $60K
- Working during FMLA leave: Should we stop it?