McKennon v. Nashville Banner Publishing Co. The Supreme Court puts after-acquired evidence in its rightful place

McKennon v. Nashville Banner Publishing Co.

The Supreme Court puts after-acquired evidence in its rightful place

O'Brien

Christine Neylon

O'Brien, Christine Neylon

Dept. of Business Law, Carroll School of Management

Author

text

article

1995 1995 monographic

1995

monographic

English eng

English

eng

electronic application/pdf digitized other analog

electronic

application/pdf

digitized other analog

In what has been touted as the most closely watched labor case on the Supreme Court’s 1994 docket, McKennon v. Nashville Banner Company defended against claims of age discrimination in employment when it terminated a 62-year old employee who received excellent performance evaluations throughout her 39-year tenure with the company. The intriguing question in this case though focused on the effect of wrongful conduct by this otherwise-exemplary employee, but only discovered by Nashville Banner after it had already terminated her. (The employee copied some confidential work documents and took them home.) The Court was asked to resolved whether an employee, wrongfully discharged in violation of the Age Discrimination in Employment Act, should be denied legal relief when an employer later discovers wrongful conduct that would have led to discharge had it been discovered earlier.

Version of record.

Business Law Review 1051-175X 28 47 67 pp. 47-67 Spring 1995

Business Law Review

1051-175X

28 47 67 pp. 47-67 Spring 1995

47 67 pp. 47-67

pp. 47-67

Spring 1995

Use of this resource is governed by the terms and conditions of the Creative Commons "Attribution-Noncommercial-No Derivative Works 3.0 United States" (http://creativecommons.org/licenses/by-nc-nd/3.0/us/)

Business Law BLR-v28-OBrien-p47-QC.pdf businessLawGlobalPermission.pdf businessLaw.jpg

Business Law

BLR-v28-OBrien-p47-QC.pdf

businessLawGlobalPermission.pdf

businessLaw.jpg

MChB English eng

MChB

English eng

English

eng