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• W3123140675 abstract "Although Title VII is often described as a tort, that label has, until recently, been mostly metaphorical. In Staub v. Proctor Hospital, however, the Supreme Court took an important step in incorporating concepts from tort law into the antidiscrimination statutes. Although Staub received some attention as a (or subordinate bias) liability decision, it will have broader significance for two reasons.First, the Court explicitly adopted tort law's definition of for statutory discrimination cases, thus raising a threshold question of what it means to intend to discriminate. This Article suggests that, rather than widening the notion of discriminatory intent, which Staub at first blush seems to do, the opinion actually adds another layer to the plaintiff's burden: for liability, the decisionmaker must now both have the requisite wrongful motivation and either desire a resulting employment or believe that such an action is substantially certain to occur.Second, and potentially more important, Staub for the first time imported the concept of into the antidiscrimination context from its usual home in negligence law. Such a transplant is especially remarkable because was unnecessary for resolving the case before the Court. The only purpose of adding a requirement is to limit liability short of the full reach of but-for causation, and limiting employer liability tracks what the Court has done in other areas of federal statutory law. In those areas, the Court has not only applied to intentional conduct (a phenomenon largely foreign to tort law from which the Court is theoretically borrowing) but has also adopted a more rigorous view of what requires. Rather than looking only to the foreseeability of the plaintiffor the harm, which is the majority approach in the negligence arena, the Court has articulated a policy-driven perspective that allows it to restrict liability in the name of applying traditional tort doctrine.After exploring these issues, this Article argues that Staub's deployment of in the discrimination area may have been intended to set the stage for a later effort to narrow the reach of Title VII and the other discrimination statutes by finding that cognitive does not proximately a resulting adverse employment action. While there is a spirited debate about whether Title VII bars adverse employment actions resulting from such bias, Staub may portend the Court's resolving that controversy by suggesting that only conscious bias can proximately an adverse employment action.INTRODUCTIONAlthough Title VII has often been described as creating a statutory tort,1 the panoply of tort doctrines has been applied to this statutory scheme only sporadically, and then often in forms influenced by specific language of the law.2 Perhaps most pointedly, that staple of tort law, proximate cause, has not, until recently, made its appearance in the discrimination setting. Staub v. Proctor Hospital,3 decided in 2011, was the first Supreme Court decision to apply the notion in the discrimination context, albeit not Title VII, and the implications of this innovation are far from clear.Staub arrived at the Court from the Seventh Circuit as a case and leftit as a proximate cause decision. The cat's paw doctrine, as developed in the lower courts, imposed employer liability when the ultimate decisionmaker, although personally unbiased, was influenced to a greater or lesser degree by biased subordinates.4 The Seventh Circuit had adopted the most demanding requirements for liability in such cases,5 and Staub was generally viewed as plaintiff-friendly since it not only found liability without a showing that the actual decisionmaker had any intent to discriminate but also rejected the lower court's grudging view of what was necessary before the decisionmaker could be viewed as a cat's paw. …" @default.
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• W3123140675 date "2012-10-01" @default.
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• W3123140675 title "Tortifying Employment Discrimination" @default.
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