McDonnell Douglas Framework (Step 3): Proving Pretext
STEP 1: The "plaintiff bears the initial burden of establishing a prima facie case of discrimination, which creates a presumption of discrimination." Scrivener v. Clark College, 181 Wn.2d 439, 446, 334 P.3d 541, (2014) (citing, Riehl, 152 Wn.2d at 149-50; Kastanis v. Educ. Emps. Credit Union, 122 Wn.2d 483, 490, 859 P.2d 26, 865 P.2d 507 (1993)) (internal citations and quotation marks omitted) (emphasis added).
STEP 2: "[T]he burden shifts to the defendant, who must articulate a legitimate, nondiscriminatory reason for the adverse employment action." Mikkelsen v. Public Utility District No. 1 of Kittitas County, 189 Wn.2d 516, 527 (Wash. 2017) (internal citations and quotation marks omitted) (emphasis added).
- When "there is no evidence of pretext, the defendant is entitled to dismissal as a matter of law." Kastanis, 122 Wn.2d at 491 (citing, Grimwood v. Univ. of Puget Sound, Inc., 110 Wash.2d 355, 364, 365, 753 P.2d 517 (1988); Carle v. McChord Credit Union, 65 Wash.App. 93, 102, 827 P.2d 1070 (1992)) (hyperlink added).
- And "[i]f there is evidence of pretext, the case must go to the jury." Id. (citing, Carle, 65 Wash. at 102, 827 P.2d 1070; see also Jones v. Kitsap Cy. Sanitary Landfill, Inc., 60 Wash.App. 369, 373, 803 P.2d 841 (1991)) (hyperlink added).