Opinion ID: 584190
Heading Depth: 3
Heading Rank: 1

Heading: THE McDONNELL DOUGLAS/BURDINE STANDARD

Text: In order for a plaintiff to prevail in a Title VII action, the court must first find that plaintiff has proved a prima facie case by a preponderance of the evidence. Burdine, 450 U.S. at 253, 101 S.Ct. at 1093. A McDonnell Douglas/ Burdine prima facie showing is proof of actions taken by the employer from which discriminatory animus can be inferred because experience has proved that in the absence of any other explanation it is more likely than not those actions were based on impermissible considerations. Furnco Constr. Corp. v. Waters, 438 U.S. 567, 568, 98 S.Ct. 2943, 2945, 57 L.Ed.2d 957 (1978). The burden of establishing a prima facie case of disparate treatment is not onerous. The plaintiff must prove by a preponderance of the evidence that she applied for an available position for which she was qualified, but was rejected under circumstances which give rise to an inference of unlawful discrimination. Burdine, 450 U.S. at 253, 101 S.Ct. at 1093. If the court concludes that the plaintiff has proved a prima facie case by a preponderance of the evidence, the court must then consider the defendant's justification for the presumptively discriminatory action or practice. The defendant must meet a burden of production by articulating a legitimate, nondiscriminatory reason for its challenged actions; however, it need not prove that it was actually motivated by the proffered reason. Id. at 254-55, 101 S.Ct. at 1094-95. The plaintiff then must have an opportunity to prove by a preponderance of the evidence that the defendant's proffered reason was merely a pretext for discrimination. If she successfully demonstrates that such a pretext exists, she has proven defendant's commission of a Title VII violation; if she fails to do so, the presumption of discrimination drops from the case. See, e.g., Unites States Postal Serv. Bd. of Governors v. Aikens, 460 U.S. 711, 715, 103 S.Ct. 1478, 1481, 75 L.Ed.2d 403 (1983). Plaintiff's burden of persuasion, retained throughout, would then merge[ ] with the ultimate burden of persuading the court that she has been the victim of intentional discrimination. She may succeed in this either directly by persuading the court that a discriminatory reason more likely motivated the employer or indirectly by showing that the employer's proffered explanation is unworthy of credence. Burdine, 450 U.S. at 256, 101 S.Ct. at 1095, citing McDonnell Douglas, 411 U.S. at 804-05, 93 S.Ct. at 1825-26.