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Plaintiffs Need Not Prove Intent In Age Discrimination Cases, Supreme Court Says

April 01, 2005

By Neal Mollen and Carson Sullivan

Adopting the “disparate impact” mode of proof for cases under the Age Discrimination in Employment Act, the Supreme Court of the United States has concluded that plaintiffs with claims under that Act can, under certain circumstances, prevail without showing that the employer adopted a challenged rule or practice with a discriminatory intent.

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Image: Carson H Sullivan
Carson H Sullivan
Partner, Employment Law Department