Opinion ID: 1119958
Heading Depth: 2
Heading Rank: 3

Heading: The Openings

Text: Yellow Cab also contends that there is no substantial evidence to support the Commission's finding that there were positions available at the company at the time of Mayer's application and that those positions were eventually filled by men. We reject this contention and affirm the Commission's finding. The evidence established that in Fairbanks the turnover among cab drivers is high, and there is a shortage of cab drivers. Yellow Cab itself experienced a general shortage of drivers. Moore testified that on the date of Mayer's application, December 2, 1975, he did not think there were any openings, although he did not know this for a fact. Mary Knight, Yellow Cab's daytime dispatcher for the past eight years, testified, however, that on the date of the application, there were two openings for nightshift drivers, according to the drivers' log. Additionally, Yellow Cab's payroll data showed that: (1) a termination had occurred in the pay period of November 29, the week before Mayer's application; (2) three males were hired during the pay period of December 6, the week of her application; and (3) two males were hired during the pay period of December 13, the week after her application. [15] This evidence is sufficient to support the Commission's finding that there were openings at the time of Mayer's application. We have concluded that there is sufficient evidence to support the findings that: (1) Mayer, as a female, was a member of a protected class; (2) she applied for a job as a cab driver; (3) she was qualified and rejected; and (4) after her rejection, the positions remained open and Yellow Cab hired men with her qualifications. Consequently, the superior court's decision is reversed, and the Commission's conclusion of law that Mayer established a prima facie case of discrimination is reinstated. Once Mayer established a prima facie case, the burden shifted to Yellow Cab to articulate some legitimate, nondiscriminatory reason for the employee's rejection. McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802, 93 S.Ct. 1817, 1824, 36 L.Ed.2d 668, 678 (1973). Yellow Cab did not attempt to present any such evidence. Consequently, we affirm the Commission's decision that Yellow Cab violated AS 18.80.220(a)(1) by refusing to hire Mayer. We remand to the superior court to decide the appropriate damages, including back pay, and remedies.