How do judges resolve “he-said/she-said” in discrimination cases?

This is a preview. View original post on this site

TL;DR: They don’t.

Here’s a longer explanation.

There comes a time in most discrimination lawsuits when a defendant-employer will file a motion for summary judgment. By filing that motion, the movant is telling the court that there are no material facts in dispute and, if the court applies the well-settled law of, say, Title VII of the Civil Rights Act of 1964, to those facts, then the movant should win.

Often, however, the movant is overly ambitious because the plaintiff may say that “x” happened, and the defendant may say that “y” happened. The defendant may have ten witnesses

Read Complete Article


Subscribe to Recruiting Headlines

* indicates required


»Diversity and Inclusion Job Board

»Free Rejection Email Templates

»RecTech PR Newswire

»HR Podcast Directory

»Recruiting Newsletters

»HR Tech News

»HR Jobs

»Diversity Hiring News

»Recruiter Ebooks