The Law of After-Acquired Evidence in Employment Discrimination Cases: Clarification of the Employer's Burden, Remedial Guidance, and the Enigma of Post-Termination Misconduct
Christine Neylon O'Brien
Boston College - Carroll School of Management
October 26, 1996
UMKC Law Review, Vol. 65, pp. 159-175, 1996
The article surveys the legal environment following the Supreme Court's ruling in /McKennon v. Nashville Banner Publishing Company/ that after-acquired evidence of employee wrongdoing is not an automatic bar to employer liability for employment discrimination. Three specific developments are detailed including employers' burden of proof for limiting damages; the EEOCs Enforcement Guidance especially as it pertains to remedies; and a discussion subsequent trial court decisions construing the Supreme Court's ruling. The author notes how this practice area continues to evolve and employers are still left in an uncertain position with regard to these cases.
Number of Pages in PDF File: 18Accepted Paper Series
Date posted: October 28, 2009
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