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In arguments last week, the U.S. Supreme Court appeared ready to answer whether disparate impact claims can be brought under the federal Age Discrimination in Employment Act -- what some experts call the most important issue in age discrimination today. Employers argue such claims would turn reasonable business decisions into age bias claims. The AARP and job bias lawyers contend the claims are the only tool for countering more sophisticated workplace age discrimination.
November 11, 2004 at 12:00 AM
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The original version of this story was published on Law.Com
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