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- W2255821456 abstract "Employment discrimination claims under the Americans with Disabilities Act of 1990 (ADA) are at an all-time high. How our federal courts view circumstantial evidence of an employer’s intent in these ADA claims can be - and often is - critical to their success. A prime example of such circumstantial evidence is “non-disabled replacement” evidence - specifically, when an employer ultimately decides to hire, promote, or retain a person who is not disabled, rather than one that is. How relevant is this non-disabled replacement evidence in the ensuing ADA claim? Should this evidence be a legally necessary element of the claim? And, should this evidence (if present) be legally sufficient to create a genuine factual dispute or issue regarding the employer’s purported discriminatory intent at the Rule 56 summary judgment stage? At present, our federal courts lack a uniform, clear approach on these two issues. On the legal necessity issue, the federal circuit courts are split. Some view non-disabled replacement evidence as a legally necessary element of an ADA plaintiff’s claim, while others do not. On the legal sufficiency issue, not many federal courts have waded into those waters in the ADA context; and, those that have done so offer little guidance or explanation regarding their conclusions on this issue. This article proposes a unique, two-pronged “Minimal Relevance Approach” that brings uniformity and clarity to these legal necessity and legal sufficiency issues. This proposed approach has two concrete features. The first feature is the exclusion of non-disabled replacement evidence as a legally necessary element of an ADA plaintiff’s prima facie case. The second feature is the designation of this evidence (if present) as legally insufficient to create a genuine dispute or issue of material fact regarding the employer’s purported discriminatory intent at the Rule 56 summary judgment stage. This two-pronged approach is consistent with applicable Supreme Court precedent and philosophy, promotes the ADA’s anti-discrimination policy, and dovetails with probability theory and statistical evidence regarding disabled workers in the United States." @default.
- W2255821456 created "2016-06-24" @default.
- W2255821456 creator A5078676381 @default.
- W2255821456 date "2013-09-03" @default.
- W2255821456 modified "2023-09-26" @default.
- W2255821456 title "Minimal Relevance of Non-Disabled Replacement Evidence in ADA Discrimination Cases" @default.
- W2255821456 hasPublicationYear "2013" @default.
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