How does an employee prove discriminatory motive?
• employer’s hostile attitude toward matter underlying employee’s protected conduct; • employer’s knowledge of protected conduct; • nature of protected conduct; • special conditions of employment following protected conduct and leading up to discharge; • disparate treatment of discharged employee prior to protected conduct; • previous expressions of satisfaction with work record; • disparate treatment of similarly situated employees; • termination procedure; • timing of discharge; and • threats or retaliation against other employees for similar conduct. Other factors which have been used successfully to establish circumstantial evidence of discriminatory motive are: • high work performance ratings prior to engaging in protected activity, and low ratings or “problems” thereafter; • manner in which the employee was informed of his or her transfer or termination; • inadequate investigation of the charge against the employee; • discipline, transfer, or termination shortly after employee en
• employer’s hostile attitude toward matter underlying employee’s protected conduct; • employer’s knowledge of protected conduct; • nature of protected conduct; • special conditions of employment following protected conduct and leading up to discharge; • disparate treatment of discharged employee prior to protected conduct; • previous expressions of satisfaction with work record; • disparate treatment of similarly situated employees; • termination procedure; • timing of discharge; and • threats or retaliation against other employees for similar conduct.Other factors which have been used successfully to establish circumstantial evidence of discriminatory motive are: • high work performance ratings prior to engaging in protected activity, and low ratings or “problems” thereafter; • manner in which the employee was informed of his or her transfer or termination; • inadequate investigation of the charge against the employee; • discipline, transfer, or termination shortly after employee eng
• employer’s hostile attitude toward matter underlying employee’s protected conduct; • employer’s knowledge of protected conduct; • nature of protected conduct; • special conditions of employment following protected conduct and leading up to discharge; • disparate treatment of discharged employee prior to protected conduct; • previous expressions of satisfaction with work record; • disparate treatment of similarly situated employees; • termination procedure; • timing of discharge; and • threats or retaliation against other employees for similar conduct. Other factors which have been used successfully to establish circumstantial evidence of discriminatory motive are: • high work performance ratings prior to engaging in protected activity, and low ratings or “problems” thereafter; • manner in which the employee was informed of his or her transfer or termination; • inadequate investigation of the charge against the employee; • discipline, transfer, or termination shortly after employee en
Related Questions
- How does an employee prove discriminatory motive? The following general categories of facts or circumstances are used to establish a reasonable inference that the discharge was discriminatory:
- What Happens If There Is A Mixed Motive In An Action Taken By An Employer; One Discriminatory And The Other NonDiscriminatory?
- How does an employee prove discriminatory motive?
