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In a unanimous decision vacating the decision of the Ninth Circuit and remanding the case to be reheard, the Court sided with Comcast's "but-for" test, in that Allen had to have shown that race was the sole deciding factor for the case, rather than the possibility that it may have only been a motivating factor.
In employment discrimination cases where the only evidence of discrimination is indirect, courts evaluate the claim under the McDonnell Douglas burden-shifting framework. To have an actionable claim under Title VII, and other employment discrimination statutes, the plaintiff must make out a prima facie (on its face) case of discrimination. This ...
Bostock v. Clayton County, 590 U.S. 644 (2020), is a landmark [1] United States Supreme Court civil rights decision in which the Court held that Title VII of the Civil Rights Act of 1964 protects employees against discrimination because of sexuality or gender identity.
The July 2020 ruling on that case relied on Hosanna-Tabor to rule in favor of the schools against the teachers. [4] The Obama Administration's case was argued by Leondra Kruger, who at the time worked under Solicitor General Donald Verrilli. In 2022, as a candidate for the Supreme Court, this led to questions about her views on freedom of ...
In an 8–1 decision, [1] the Court held that denying equal access to the religious club violated the Equal Access Act, and that treating a religious club equally, including providing a sponsor like other clubs, would not constitute an endorsement of religion prohibited by the Establishment Clause of the First Amendment.
[36] The Hurley decision created a circuit split in whether Spence or Hurley was to be used to judge the First Amendment protection of actions, which has yet to be resolved by the Supreme Court as of 2015. [36] The decision resolved a similar dispute in New York City, where a 1993 U.S. District Court ruling had allowed the city's parade ...
Mitchell appealed the decision of the Wisconsin Circuit Court, alleging that the Wisconsin statute unconstitutionally infringed upon his First Amendment rights. The appeal was rejected by the Wisconsin Court of Appeals , but the Wisconsin Supreme Court reversed this, arguing that the statute was a direct violation of the First Amendment ...
Swierkiewicz v. Sorema N. A., 534 U.S. 506 (2002), was a case decided by the Supreme Court of the United States on February 26, 2002. The Court held that for complaints in employment discrimination cases, a plaintiff is not required to allege specific facts that establish a prima facie case as required by the McDonnell Douglas burden-shifting framework.