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Employee Must Meet Employer’s Legitimate Expectations to Establish Prima Facie Case of Employment Discrimination
Source: generalcounsellaw.com
Article summary:
1. The Eastern District of Virginia recently found that plaintiffs weren't able to establish claims of discrimination because they weren't able to show that they met employers' legitimate expectations at the time of the adverse employment action.
2. To establish a prima facie case of discrimination based on disparate treatment, a plaintiff must show that they are a member of a protected class, suffered an adverse employment action, met their employer's legitimate expectations at the time of the adverse employment action, and were treated differently from similarly situated employees outside their protected class.
3. Employers should have procedures in place for documenting employee performance issues and make sure these procedures are being followed properly in order to create a record that can be relied upon in the event of a discrimination action.
Article analysis:
The article is generally reliable and trustworthy as it provides information about two recent cases from the Eastern District of Virginia which demonstrate how plaintiffs need to meet employers’ legitimate expectations in order to establish a prima facie case of employment discrimination. The article also provides helpful guidance for employers by suggesting that they should have procedures in place for documenting employee performance issues and make sure these procedures are being followed properly.
However, there are some potential biases present in the article which could affect its trustworthiness and reliability. For example, while it does provide information about two recent cases from the Eastern District of Virginia, it does not provide any information about other cases or jurisdictions which could provide different perspectives on this issue. Additionally, while it does provide helpful guidance for employers, it does not provide any guidance for employees who may be facing discrimination or advice on how to protect themselves against such actions.
Furthermore, there is some promotional content present in the article as it encourages readers to contact General Counsel PC if they need more guidance or information regarding labor and employment law. This could be seen as biased towards General Counsel PC as it implies that their services are necessary when seeking legal advice on this matter.
In conclusion, while this article is generally reliable and trustworthy due to its accurate description of two recent cases from the Eastern District of Virginia and its helpful guidance for employers, there are some potential biases present which could affect its trustworthiness and reliability such as lack of information about other cases or jurisdictions, lack of guidance for employees facing discrimination, promotional content towards General Counsel PC, etc.