In the case of Pettay v. DeVry Univ., Inc., 2021-Ohio-1380, an Ohio Appeals Court held that DeVry University used non-discriminatory methods to execute a reduction in force and the former employee had no basis for an age discrimination claim.
A former professor brought a claim against the university alleging that he was terminated based on his age, and that the university-wide reduction in force disproportionately affected staff over the age of 40.
The university provided evidence establishing that age was a non-factor in their staff reductions.
The Court determined that the professor could not demonstrate that the university considered age as a determinative factor, and therefore the professor failed to establish a discrimination claim.
To read this case, click here.
Authors: Matthew John Markling and the McGown & Markling Team.
Note: This blog entry does not constitute – nor does it contain – legal advice. Legal jurisprudence is like the always-changing Midwestern weather. As a result, this single blog entry cannot substitute for consultation with a McGown & Markling attorney. If legal advice is needed with respect to a specific factual situation, please feel free to contact a McGown & Markling attorney.