Home » WINNICK ON EMPLOYMENT DISCRIMINATION LAW IN THE SECOND CIRCUIT: § 1.0. The Evidentiary Frameworks for Intentional Employment Discrimination Claims by Kyle Winnick
WINNICK ON EMPLOYMENT DISCRIMINATION LAW IN THE SECOND CIRCUIT: § 1.0. The Evidentiary Frameworks for Intentional Employment Discrimination Claims Kyle Winnick

WINNICK ON EMPLOYMENT DISCRIMINATION LAW IN THE SECOND CIRCUIT: § 1.0. The Evidentiary Frameworks for Intentional Employment Discrimination Claims

Kyle Winnick

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Kindle Edition
10 pages
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Packed with an incisive analysis of employment discrimination law in the Court of Appeals for the Second Circuit – and perfectly in tune with today’s workplace issues – this treatise gives you: Complete treatment of key substantive and proceduralMorePacked with an incisive analysis of employment discrimination law in the Court of Appeals for the Second Circuit – and perfectly in tune with today’s workplace issues – this treatise gives you: Complete treatment of key substantive and procedural issues arising under Title VII of the Civil Rights Act in Second Circuit Jurisprudence, as well as other federal, state, and local anti-discrimination laws, including the New York State and City Human Rights Laws- in-depth analysis of relevant Second Circuit case law, providing not only comprehensive coverage of current employment discrimination law, but also new developments- chapters on sexual-orientation, sex differentiation versus discrimination, bona fide occupational qualification exceptions, pre-employment recruiting practices, seniority, layoffs, equal pay and benefits- the Americans with Disabilities Act, ADA Amendments Act of 2008, and the Rehabilitation Act- and, the Age Discrimination in Employment Act of 1967.This section provides an overview of the two main evidentiary frameworks used by Second Circuit courts for analyzing employment discrimination claims: the oft-cited McDonnell Douglas standard, which is employed when there is only limited circumstantial evidence of employment discrimination- and the Price Waterhouse standard, which is used when there is direct or substantial circumstantial evidence of employment discrimination.