DC Court Holds Plaintiff's Claim of Discrimination Would Not Go the Jury Because It Was Based On Hearsay Evidence

In Riggsbee v. Diversity Services, Inc., the federal District Court for the District of Columbia recently granted summary judgment for the employer, a temporary staffing agency, where the former employee's claim of discriminatory termination was based primarily on hearsay evidence. The Court concluded that the employee's allegations were not sufficiently supported or corroborated by legally admissible evidence. A copy of the decision can be read here.