Opinion ID: 1354966
Heading Depth: 2
Heading Rank: 2

Heading: test for causation

Text: Three different causation tests are applied by courts in retaliatory discharge cases: (1) Sole factor , which places the greatest burden on the employee. It requires proof that the only motivating factor for discharge was filing of the claim. [3] (2) Substantial factor , which places the least burden on the employee. It requires proof that filing of the claim constituted an important or significant motivating factor for discharge. [4] (3) Determinative factor , which places a burden on the employee more stringent than substantial factor , but less stringent than sole factor. It requires proof that the employee would not have been discharged but for the filing of the claim. [5] The appropriate test causation under § 41-1-80 presents a novel question. Milliken concedes that the sole factor test does not achiev[e] the goals of retaliatory discharge legislation, since there normally may exist some other factor that played some part in the discharge. We agree. Our reading of the statute leads to the conclusion that the appropriate test is that of determinative factor. Section 41-1-80 provides, in part: No employer may discharge or demote any employee because the employee has instituted ... any proceeding under the South Carolina Workers' Compensation Law... [Emphasis supplied.] We hereby adopt the determinative factor test, which requires the employee to establish that he would not have been discharged but for the filing of the claim. Opinion of the Court of Appeals is modified insofar as it applied the substantial factor test.