Price+Waterhouse+v+Ann+B+Hopkins

Price+Waterhouse+v+Ann+B+Hopkins - Price Waterhouse v...

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Price Waterhouse v. Hopkins From Wikipedia, the free encyclopedia Price Waterhouse v. Hopkins , 490 U.S. 228 (1989), was an important decision by the United States Supreme Court on the issue of employer liability for sex discrimination . The Court held that the employer, accounting firm Price Waterhouse , must prove by a preponderance of the evidence that the decision regarding employment would have been the same if sex discrimination had not occurred. The accounting firm failed to prove that the same decision to postpone Ann Hopkins' promotion to partnership would have still been made in the absence of sex discrimination, and therefore, the employment decision constituted sex discrimination under Title VII of the Civil Rights Act of 1964 . The significance of the Supreme Court's ruling was twofold. First, it established that gender stereotyping is actionable as sex discrimination. Second, it established the mixed-motive framework as an evidentiary framework for proving discrimination under a disparate treatment theory even when lawful reasons for the adverse employment action are also present. [1] Background The plaintiff, Ann Hopkins, claimed she was postponed promotion to partnership at the firm for two years in a row based on sex-stereotyping against her gender nonconformity. Often co- workers described her as aggressive, foul-mouthed, demanding, and impatient with other staff members. During her evaluation, some written comments made by supervisory personnel stated
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