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"More Energetic Person" Comment May Prove Costly.

A federal appellate court recently held that a 58-year-old executive who was fired for allegedly failing to meet company expectations may sue his former employer for age discrimination. According to the Fourth Circuit Court of Appeals, a reasonable jury could find that the company discriminated against him in violation of the Age Discrimination in Employment Act (ADEA).

The "Old Man" Can’t Make It Up The Stairs, But Makes It Into Court.

Finding that a supervisor's comments about an employee's age were admissible circumstantial evidence, and that his employer's reduction in force plan was not a "plan" at all, an appeals court has reinstated the claim of a 57 year old employee, who had been let go in a RIF that affected over 90 employees. Blair v. Henry Filters, Inc.
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