Constangy partner Cara Crotty was quoted in a May 8 SHRM article on the U.S. Supreme Court declining to hear a reverse discrimination case.

In the article, Crotty also discusses retaliation claims and best practices in an organization’s selection process. "Any hiring practice or objective that looks like a quota should be avoided," Crotty says in the article. "Employers want to make sure that protected characteristics are not a factor in making hiring decisions and that hiring managers are not implicitly invited or expected to make decisions that incorporate those factors."

Crotty advises employers on ways to avoid litigation and has defended employers in cases involving virtually every aspect of the employment relationship, including discrimination, harassment, and retaliation claims and various other federal and state law claims. Crotty also represents federal contractors covered by Executive Order 11246, Section 503 of the Rehabilitation Act, and the Vietnam Era Veterans’ Readjustment Assistance Act in their affirmative action compliance obligations by assisting with Plan preparation, completion of EEO-1 and VETS-4212 Reports, and defending compliance evaluations. She also prepares privileged compensation and pay equity analyses for organizations examining their pay practices. Crotty speaks regularly for various organizations on these topics and conducts training for companies of all sizes.

To access the full article online, click here.


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