When FEHA plaintiffs make a prima facie case of discrimination and employer fails to rebut that case with legitimate non-discriminatory rationales for its actions, the plaintiffs are not required to show that discrimination was a "substantial factor" - that requirement only triggers if employer successfully rebuts the prima facie case
Department of Corrections and Rehabilitation v. State Personnel Board (2022)
February 7, 2022
Tags: Employment, General,
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