513 U.S. 352 (1995)
McKennon v. Nashville Banner Publishing Co.
Can after-acquired evidence of employee wrongdoing, discovered post-termination, completely bar an employee from all relief in a discrimination claim?
After-acquired evidence of employee misconduct does not bar an employee from pursuing a discrimination claim under federal anti-discrimination laws, though it may limit the remedies available.
The Supreme Court held that after-acquired evidence of wrong-doing cannot serve as an absolute defense to an employee's discrimination claim. Instead, it may limit the remedies, such as backpay, available to the employee.
McKennon v. Nashville Banner Publishing Co. is a landmark case for employment discrimination law, confirming that the purpose of laws like the ADEA goes beyond individual redress to enforce public policy objectives. The ruling ensures that employers cannot avoid liability for discriminatory actions based on unrelated, later-discovered misconduct by the employee, thus maintaining the strength and intention of anti-discrimination statutes.