In a decision hailed as a major victory for employers, the U.S. Supreme Court ruled 5-4 Thursday that plaintiffs in age discrimination cases must prove that age was the determinative factor in an adverse job action, not one of several motivating factors.
The decision in Jack Gross vs. FBL Financial Services Inc. concerned Mr. Gross, who was removed from his position as claims administration director at West Des Moines, Iowa-based FBL in 2003, when he was 54, and assigned as claims project coordinator. A woman in her early 40s was given many of his previous responsibilities.
Mr. Gross sued, alleging violation of the Age Discrimination in Employment Act of 1967. FBL contended Mr. Gross' reassignment was part of a corporate restructuring and better suited to his skills. However, a jury awarded Mr. Gross $46,945 in lost compensation.
In its narrowly divided decision, the Supreme Court held that plaintiffs bringing age discrimination claims must prove their age “was the ‘but-for' cause of the challenged adverse employment action. The burden of persuasion 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,” the high court ruled in overturning a lower court ruling. The case was remanded for further proceedings.
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