current professional training,”
finding that Plaintiff was “[n]ot qualified for the position
based on the job requirements,” and that Defendant was “entitled
to terminate [Plaintiff] for his inability to perform
[Plaintiff’s] job duties.” J.A. 20.
Following a three-day administrative hearing, the EEOC
determined that Defendant discriminated against Plaintiff because
he “was not qualified for the position [he held] and
subsequently was terminated.” J.A. 30. In so ruling,
according to the EEOC, the “ALJ found that [Defendant] was not
able to demonstrate a legitimate, nondiscriminatory reason
for [Plaintiff’s] termination.”
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