A pregnancy discrimination plaintiff could not recover damages if her former employer showed that a legitimate reason existed that, standing alone, would have induced it to make the same decision to fire her, the California Supreme Court has ruled in reversing a $178,000 jury verdict.
The U.S. Supreme Court will decide whether Title VII’s retaliation provision requires a plaintiff to prove but-for causation, or only that the employer had a mixed motive.
A federal employee could sue for age discrimination without meeting the traditional burden of proving that age was the “but-for” cause of his failure to obtain a promotion, the D.C. Circuit has ruled in reversing judgment.
A jury instruction on a mixed-motive theory of causation was appropriate in a Title VII retaliation case, the 5th Circuit has ruled.
A disability discrimination plaintiff could not recover damages when the loss of her job was the product of both lawful and unlawful motives, the 7th Circuit has ruled in reversing judgment.
Published: December 7, 2009
Tags: Age Discrimination in Employment Act, Mixed-motive, Protecting Older Workers Against Discrimination Act
A plaintiff can sue under the Family Medical Leave Act for on an adverse employment action motivated by both the employee’s use of FMLA leave and other permissible factors, the 6th Circuit has ruled in reversing a U.S. District Court.
WASHINGTON – The U.S. Supreme Court heard oral arguments Tuesday in an age discrimination case where the legal issues were so thorny, even a seasoned high court litigator was compelled to comment.