Employment Discrimination Law?Overview & History

• Author: Mark A. Shank and John P. Hagan
• Pages: 583-597

17-583

Chapter 17

EMPLOYMENTDISCRIMINATIONLAW—

OVERVIEW&HISTORY

Co-Authored by Mark A. Shank and John P. Hagan

17:1. HISTORICAL OVERVIEW

17:2. GENERAL RULE: EMPLOYMENT AT-WILL

17:3. DISCRIMINATION DEFINED

A. Discrimination Claims Generally Limited to “Ultimate Employment Decisions”

B. Harassment Claims Must Be Connected to a Legally-Protected Category

C. Identifying the Decision Maker

17:4. TITLE VII OF THE CIVIL RIGHTS ACT OF 1964

A. Coverage

B. Employment Status

C. No Individual Liability

D. An Individual Can Have More Than One Employer for Title VII Purposes

1. Single Integrated Enterprise

2. Joint Employers

E. Necessity of Filing a Charge of Discrimination Before Going to Court

1. Generally, 300-Day Limit in Texas for Filing EEOC Charge

a. Lilly Ledbetter Fair Pay Act

2. Elements of Charge

3. The EEOC Charge Defines/Limits the Scope of Any Subsequent Lawsuit

4. Post-Filing Procedures and the Importance of Conciliation

F. Methods of Proving Intentional Discrimination

1. Circumstantial Evidence Pursuant to Modified McDonnell Douglas Approach

2. Direct Evidence

3. Pattern and Practice

G. Disparate Impact