PRELIM I SLACKER REVIEW - HA 387 SLACKER REVIEW...

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HA 387 SLACKER REVIEW Damages: - prior 1991: equitable relief only (back pay & reinstatement) - civil rights act of 1991: added punitive and compensatory o punishment and compensation unavailable in unintentional discrimination cases o must prove that ER was reckless OR malicious Misc. Title VII Issues: DAMAGES - not reckless or malicious: 1. if ER was unaware that the conduct was against the law. 2. Bona Fide Occupational Qualification (BFOQ) 3. novel area of the law - reckless/malicious BUT ER can assert this defense: o ER made a good faith effort to comply with the law. 1. INTENTIONAL DISCRIMINATION a. BURDINE/HICKS MODEL i. STEP ONE: PLAINTIFF: proves prima facie (blatant) case when 1. protected class 2. minimally qualified and applied 3. Adverse employment action (fired, not hired, etc.) 4. position remained open and was ultimately filled by a person not in the  protected class (hiring case) OR similarly situated persons treated differently  (if  you say you’re getting fired because you’re black, but there are still black  people who remains working there, then your claim is void)  (firing case) ii. STEP TWO: then DEFEDANT: 1. Articulates (produces) a legitimate non discriminatory reason. (I didn’t fire you  because  2. That’s it. defendant doesn’t PROVE anything iii. STEP THREE: finally, PLAINTIFF: 1. Proves: a. Pretext  (if you can prove pretext, you can prove that the ER is lying  about their reason for firing you)   plus some evidence of discrimination b. or, if just pretext, just may infer discrimination b. MIXED MOTIVES MODEL  (which one is better for the plaintiff) i. (there were LEGITIMATE AND ILLEGITIMATE REASON FOR FIRING) ii. EE must prove the illegitimate reason (fired b/c of sex) iii. ER must prove the legitimate reason (fired b/c we hate you)
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iv. Plaintiff proves that discrimination was a motivating factor in the adverse employment  action v. Then, defendant  PROVES  (not articulate/produce) that it would have made the same  decision regardless of plaintiff’s race, sex, etc vi. If defendant doesn’t prove, then plaintiff wins. vii. Civil rights act of 1991 1. if plaintiff proves that discrimination was a motivating factor (the first step) then  a judge can award: a. attorney’s fees b. costs c. declaratory judgment (ER WAS WRONG) - BONA FIDE OCCUPATIONAL Qualifications  (BFOQ ) (HOOTERS) o Asserted by the ER as a defense to intentional discrimination o Definition:  reasonably necessary to the normal operation of the particular business or  enterprise Goes to the “essence of the business” Related to a legitimate occupational need Works only in limited contexts o NOT USED IN UNINTENTIONAL DISCRIMINATION!
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