Most American workers labor at will, meaning that employers may fire employees for any nondiscriminatory reason or no reason at all. Employers can even dismiss workers for seemingly unfair or arbitrary reasons. This fraught employment relationship has long resulted in a power imbalance for workers. That imbalance is particularly pronounced for pregnant and postpartum workers, who face disproportionate rates of discrimination at work. Even though...
Employment Discrimination
Most state and federal employment discrimination statutes prohibit employers from making certain decisions “because of” an employee’s protected characteristics or activities. Courts interpreting this language have developed a number of frameworks and standards to assess whether a plaintiff has demonstrated the causation required to make out a claim of employment discrimination. Two standards frequently invoked by courts are but-for causation...
Employers seeking to test job applicants for strength or speed while adhering to the mandates of Title VII often use gender-normed physical-ability tests. Gender-normed tests set different raw cutoffs for male and female applicants such that each class would be expected to have roughly equal pass rates. This practice has helped employers—especially law enforcement agencies—retain physical hiring standards while mitigating their disparate...