Daniel J. Green, an Associate in the Employment, Labor, and Workforce Management practice, in the firm’s New York office, was mentioned in Corporate Counsel, in “In Their Quest for Diversity, Tech Companies May Face Reverse Discrimination Claims,” by Marlisse Silver Sweeney. (Read the full version – subscription required.)
Following is an excerpt:
The good news is that companies can proactively mitigate the risk of a reverse discrimination lawsuit. Green argues that companies should focus on promoting diversity through recruitment, as opposed to terminations. He notes that, “in fiscal year 2015, the U.S. Equal Employment Opportunity Commission received more than nine times as many race and sex discrimination complaints alleging wrongful termination as complaints alleging failure to hire.”
Another way to minimize risk is to ask employees to sign a release as part of their severance package. “Before initiating a reduction in force, conduct due diligence regarding each employee who will be impacted,” Green suggests. “This will provide an opportunity to negotiate release agreements with particularly high-risk employees.”
The article cites “Promoting Diversity Without Reverse Discrimination,” a post Mr. Green authored for Technology Employment Law, an Epstein Becker Green blog.