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Walshs job performance came into question following

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Unformatted text preview: contest that it would have awarded claimants health care benefits had they been hired. The district court only required Dial to compensate the claimants for the amount of health care premiums that would have been part of their employment package had they not suffered discrimination. No reimbursement for health care costs incurred by uninsured claimants was awarded. The court's limited award was reasonable, for "[t]his insurance coverage, not the proceeds, is the benefit for which the employer must be held liable." Fariss, 769 F.2d at 965. EEOC cross appeals the denial of back pay to Wright-Bradley. EEOC argues that Dial did not overcome the presumption in favor of awarding back pay to her as a victim of Title VII violations. See Rath Packing, 787 F.2d at 329. Dial responds that it should not have to contribute back pay to Wright-Bradley because she was convicted of a felony before she applied in 2000, a background check would have revealed her criminal record, and she would have been terminated. EEOC disputes Dial's factual assertions and argues that McKennon v. Nashville Banner Publishing Co., 513 U.S. 352 (1995), supports an award of back pay to Wright-Bradley. In McKennon, the Supreme Court concluded that an employer's belated discovery of wrongdoing by a dismissed employee should not completely bar an award of back pay because of the congressional "objective of forcing employers to consider and examine their motivations, and of penalizing them for employment -12decisions that spring from discrimination." Id.; see also Sellers v. Mineta, 358 F.3d 1058, 1061-62 (8th Cir. 2004) (applying the after acquired evidence rule to Title VII cases). The Supreme Court decided that back pay should be awarded, but only "from the date of the unlawful discharge to the date the new information was discovered" 267 absent findings of "extraordinary equitable circumstances." McKennon, 513 U.S. at 362. The district court distinguished McKennon on the basis that the misconduct there had occurred during the plaintiff's employment and concluded that back pay would result in a windfall to Wright-Bradley. Dial argues that this is a mixed motives case so McKennon does not ap...
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