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dbr:University_of_Texas_Southwestern_Medical_Center_v._Nassar
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University of Texas Southwestern Medical Center v. Nassar
rdfs:comment
University of Texas Southwestern Medical Center v. Nassar, 570 U.S. 338 (2013), was a Supreme Court of the United States case involving the standard of proof required for a retaliation claim under Title VII of the Civil Rights Act of 1964. The Court held that while Title VII applies a mixed motive discrimination framework to claims of discrimination on the basis of race, color, religion, sex, or national origin (see 42 U.S.C. § 2000e-2), that framework did not apply to claims of retaliation under 42 U.S.C. § 2000e-3. The Court reasoned that based on its decision in Gross v. FBL Financial Services, Inc. and on common law principles of tort law, the plaintiff was required to show that a retaliatory motive was the "but for" cause of the adverse employment action.
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University of Texas Southwestern Medical Center v. Nassar
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Ginsburg
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12
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Breyer, Sotomayor, Kagan
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University of Texas Southwestern Medical Center v. Nassar,
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0001-06-24
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University of Texas Southwestern Medical Center v. Nassar
dbp:holding
A plaintiff establishes a violation of the retaliation provision of Title VII if the plaintiff proves that the defendant would not have made the adverse employment action but for the defendant's retaliatory motive.
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n12:
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University of Texas Southwestern Medical Center v. Nassar
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Kennedy
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University of Texas Southwestern Medical Center v. Nassar, 570 U.S. 338 (2013), was a Supreme Court of the United States case involving the standard of proof required for a retaliation claim under Title VII of the Civil Rights Act of 1964. The Court held that while Title VII applies a mixed motive discrimination framework to claims of discrimination on the basis of race, color, religion, sex, or national origin (see 42 U.S.C. § 2000e-2), that framework did not apply to claims of retaliation under 42 U.S.C. § 2000e-3. The Court reasoned that based on its decision in Gross v. FBL Financial Services, Inc. and on common law principles of tort law, the plaintiff was required to show that a retaliatory motive was the "but for" cause of the adverse employment action.
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