10th Circuit Decision Highlights Best Practices for Employers Planning Reductions in Force
By EsqSocial Corporation 13/03/25
In Raymond v. Spirit AeroSystems Holdings, the US Court of Appeals for the 10th Circuit considered and rejected a group of former employees’ allegations that they were selected for termination in a reduction in force (RIF) based on their age, in violation of the federal Age Discrimination in Employment Act (ADEA). In this significant employer win, the court analyzed key pieces of evidence typically prepared by employers planning a RIF, such as planning documents and training materials, as well...
By: Cooley LLP