In an article published by HR Dive, Brett Owens explained how federal courts differ in interpreting who qualifies as a "similarly situated comparator" under Title VII. "There's really no hard and fast rule," he said, adding that "because the analysis is specific to the jurisdiction of the court, it's important for employers to identify the extent of their operations and what that may mean in the context of discrimination claims."
To read the article, visit HR Dive.
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