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Find out why your application was denied, and then seek remedies. You can explore alternatives to conventional conforming loans, or request manual underwriting (a review by a human underwriter ...
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(ii) The plaintiff applied and was qualified for the job. (iii) The application was rejected. (iv) The position remained open after the rejection. St. Mary's Honor Center v. Hicks, 509 U.S. 502, 505-507. In a termination case, the second element is whether the plaintiff was performing up to the employer's legitimate expectations. [11]
In 1992, Cheryl Hopwood and three other white law school applicants challenged the University of Texas Law School's affirmative action program and claimed that they were rejected for the 1992–1993 academic year based upon their unfair preferences toward less qualified minority applicants. [84] Hopwood rejected the legitimacy of diversity as a ...
The concept of overqualification is often a euphemism used by employers when they do not want to reveal their true reasons for not hiring an applicant. The term "overqualified" can mask age discrimination, but it can also mask legitimate concerns of an employer, such as uncertainty of an applicant's ability to do the job, or concerns that they only want a job on a temporary basis, while they ...
But over time, it becomes easier for them to do; after talking to hundreds—if not thousands—of applicants, they know what Employers Share What Made Them Reject Job Candidates Right Away During ...
The campus said a court ruling could force it to send 5,100 fewer admissions offers.
In 1990, the OCR determined that Harvard had admitted legacies at twice the rate of other applicants, that in several cases legacy status "was the critical or decisive favor" in a decision to admit an applicant, and that legacy preferences help explain why 17.4% of white applicants were admitted compared with only 13.2% of Asian-American ...