Thursday
Jun182009
Employee Bears Burden in Age Discrimination Lawsuits
An employee bringing an age-discrimination lawsuit against his employer must prove that age was the determining factor in the demotion or firing, the Supreme Court held today in a 6-3 ruling.
Plaintiff Jack Gross, 54, sued his employer, FBL Financial Group, Inc., after FBL demoted him and gave his old position to a younger employee. Gross brought his action under the Age Discrimination in Employment Act of 1967 (ADEA), which makes it unlawful for an employer to take adverse actions against an employee "because of such individual's age."
Over FBL's objections, the judge instructed the jury that if Gross proved his age played any part in the decision to demote him, the burden would shift to FBL to prove it would have demoted him regardless of his age. The jury returned a verdict for Gross, awarding him over $46,000 in lost compensation.
Today the Supreme Court vacated that verdict, finding that the judge had improperly instructed the jury.
In an ADEA disparate-treatment claim, the plaintiff has the burden of proving, by a preponderance of the evidence, that age was the "but-for" cause -- that is, the determining factor -- of the employer's decision.
Lower courts were inappropriately applying Title VII precedent to this ADEA action, the Court found. Title VII prohibits discrimination on the basis of race, color, religion, sex or national origin. But unlike Title VII, the burden of proof in ADEA age-discrimination claims "does not shift to the employer to show that it would have taken the action regardless of age, even when a plaintiff has produced some evidence that age was one motivating factor in that decision," Justice Clarence Thomas wrote for the majority.
The case was Gross v. FBL Financial Services, Inc.
Plaintiff Jack Gross, 54, sued his employer, FBL Financial Group, Inc., after FBL demoted him and gave his old position to a younger employee. Gross brought his action under the Age Discrimination in Employment Act of 1967 (ADEA), which makes it unlawful for an employer to take adverse actions against an employee "because of such individual's age."
Over FBL's objections, the judge instructed the jury that if Gross proved his age played any part in the decision to demote him, the burden would shift to FBL to prove it would have demoted him regardless of his age. The jury returned a verdict for Gross, awarding him over $46,000 in lost compensation.
Today the Supreme Court vacated that verdict, finding that the judge had improperly instructed the jury.
In an ADEA disparate-treatment claim, the plaintiff has the burden of proving, by a preponderance of the evidence, that age was the "but-for" cause -- that is, the determining factor -- of the employer's decision.
Lower courts were inappropriately applying Title VII precedent to this ADEA action, the Court found. Title VII prohibits discrimination on the basis of race, color, religion, sex or national origin. But unlike Title VII, the burden of proof in ADEA age-discrimination claims "does not shift to the employer to show that it would have taken the action regardless of age, even when a plaintiff has produced some evidence that age was one motivating factor in that decision," Justice Clarence Thomas wrote for the majority.
The case was Gross v. FBL Financial Services, Inc.
Court Hears Arguments On Police Interrogations
Today the Supreme Court took up the question of whether police can approach a suspect after he requests a lawyer. The 1981 Supreme Court precedent on police questioning holds that law enforcement officials are not allowed to badger a suspect into confessing by repeatedly asking if he wants to talk. The twist in the Shatzer case is that there was a two-and-a-half year delay from when police first questioned him to when he was later approached by investigators at a separate detention facility.
The bright-line rule established by the 1981 ruling is easily enforced: if there’s no lawyer, and if the suspect has not voluntarily said he wants to speak without a lawyer, and if the suspect has not been allowed to go home, the police cannot approach him to ask him about any crime. The rule is there to prevent suspects from incriminating themselves and to prevent police from badgering them into confessing.
Justice Antonin Scalia took issue with the argument made by Shatzer’s lawyer that coming back after two and a half years is “badgering,” and the lawyer seemed to admit that “badgering” isn’t the right term. Still, the lawyer argued, the police should not be allowed to approach the suspect, since any standard that allowed the police to approach after a certain amount of time would be hard to enforce. On the other hand, other justices pointed out that it would be hard for police to determine whether a suspect has ever before asked for a lawyer, even during questioning years earlier, before asking questions.
Justice Anthony Kennedy, who will likely be the swing voter in the case, seemed concerned with the police’s argument that Shatzer’s “release” back into the prison population after his interrogation in 2003 eliminates the possibility of coercion by police. Justice Kennedy suggested that the prison warden could, for example, put some pressure on the suspect by putting him in a better or worse cell to encourage him to talk to police.
The Supreme Court will release its decision on the case later this year.