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{"id":2101,"date":"2003-12-08T08:00:09","date_gmt":"2003-12-08T08:00:09","guid":{"rendered":"https:\/\/www.california-labor-laws-attorneys.com\/blog\/?p=100"},"modified":"2003-12-08T08:00:09","modified_gmt":"2003-12-08T08:00:09","slug":"california-discrimination-employees","status":"publish","type":"post","link":"https:\/\/www.california-labor-law-attorney.com\/california-discrimination-employees\/","title":{"rendered":"California Labor Law Reviews Discrimination Claims under Cat’s Paw Theory"},"content":{"rendered":"

\"Photo<\/p>\n

The cat’s paw theory for proving employment discrimination was solidified in a recent ruling by the United States Supreme Court. Under this theory a plaintiff will be allowed to demonstrate discrimination even though there is no evidence that the acting offender had any discriminatory intentions. The theory hinges on whether there is proof that another employee\u2019s (other than the acting offender) discriminatory intentions influenced the “innocent” \u201cacting offender)\u201d thereby causing the unfavorable employment action to occur.<\/p>\n

In\u00a0Staub v. Proctor<\/a>, the plaintiff was a medical technician for Proctor while in the Army Reserves. He\u00a0was required to be present at weekend drill meeting once a month as well as trainings two or three weeks a year. Proctor fired the plaintiff in accordance with a decision by Human Resources. The plaintiff filed a discrimination suit under the\u00a0USERRA<\/a>, which forbids discrimination based on military service. Although the plaintiff did not have any proof that Human Resources had a motive to discriminate, the evidence showed that the decision to terminate was not made based on discriminatory reasons. However, Plaintiff disputes that his immediate supervisors were motivated by discriminatory intentions which eventually resulted in Staub\u2019s termination. The basis for the court\u2019s finding was based on the fact that the company had given Staub a false written warning that carried weight in the decision to terminate his employment. The lower courts had originally granted the defendant’s\u00a0summary judgment. The Seventh Circuit held that Proctor was granted summary judgment based on the evidence presented, that the final termination conclusion was made by someone with no discriminatory animus who autonomously examined the facts and that the choice wasn’t entirely dependent on the write up issued by Plaintiff’s supervisor.<\/p>\n

The decision was reversed by the United States Supreme Court, stating the evidence was adequate to uphold a finding that the choice for termination was proximately caused by the write up, and that there was some substantiation that the written warning was discriminatorily motivated. In addition, the Court held that an employer cannot protect itself from liability simply by suggesting that the ultimate decision maker or acting offender did not discriminate. If there is evidence that the definitive decision maker or acting offender was predisposed by other supervisors who had a discriminatory motive, a plaintiff can demonstrate discrimination based on such a theory.<\/p>\n

The Staub judgment is a USERRA case and its interpretation will relate similarly to discrimination suits brought on under cat’s paw theory,\u00a0Title VII<\/a>, and alike federal and state statutes prohibiting employment discrimination. Summary judgment in discrimination cases will be much more difficult for employers to obtain since the Staub judgment.<\/p>\n

If you believe you may have been discriminated against, inadvertently or otherwise, it\u2019s advisable to consult with a\u00a0California labor law attorney<\/a>\u00a0for review of your situation.<\/p>\n

Contact our San Diego office at: (619) 342-1242<\/p>\n

\n

Photo Credit: Shutterstock\/Andrey_Popov<\/p>\n","protected":false},"excerpt":{"rendered":"

The cat’s paw theory for proving employment discrimination was solidified in a recent ruling by the United States Supreme Court. […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[590],"tags":[],"class_list":["post-2101","post","type-post","status-publish","format-standard","hentry","category-discrimination-2"],"acf":[],"yoast_head":"\nWrongful termination discrimination upheld without intent on military.<\/title>\n<meta name=\"description\" content=\"You may have a case for discrimination by an employer even if that was not the intent of the company. 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