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dc.contributor.authorMartey, Pamela M.en_US
dc.date.accessioned2013-02-15T16:45:23Z
dc.date.available2013-02-15T16:45:23Z
dc.date.issued1995en_US
dc.identifier.citation28 Creighton L. Rev. 1031 (1994-1995)en_US
dc.identifier.urihttp://hdl.handle.net/10504/40106
dc.description.abstractINTRODUCTION|Many state and federal statutes protect employees from being discharged by employers based on improper motives. The Age Discrimination in Employment Act of 1967 ("ADEA") and the Civil Rights Act of 1964 ("1964 Act") are two of the federal statutes that serve to protect individual employees from an employer's discriminatory conduct. Under the ADEA, an employer is prohibited from discriminating against an employee based on the employee's age. Under Title VII of the 1964 Act, an employer is also prohibited from discriminating based on race, color, sex, national origin, and religion in its employment decisions. In most respects, if an employee is terminated based on a discriminatory motive, then the employee can sue for wrongful termination...en_US
dc.publisherCreighton University School of Lawen_US
dc.titleLast Temptation is the Greatest Treason: To Do the Right Deed for the Wrong Reason: After-Acquired Evidence in Employment Discrimination Claims: McKennon v. Nashville Banner Publishing Co., Theen_US
dc.typeJournal Articleen_US
dc.rights.holderCreighton Universityen_US
dc.description.volume28en_US
dc.publisher.locationOmaha, Nebraskaen_US
dc.title.workCreighton Law Reviewen_US
dc.description.note1994-1995en_US
dc.description.pages1031en_US


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