Once an employer has articulated legitimate, nondiscriminatory reason for an employment action at issue, the employee must present substantial evidence that the employer’s proffered reason is a pretext for discrimination.

By CRANSOM on May 5, 2014

“When it is alleged that bigoted remarks are laughed at by fellow employees and managers, even when those remarks are not directed at the plaintiff, it becomes more likely the plaintiff will show pretext.”

Rideout v. Allstate Insurance Co., 2013 WL 6061330 at *6 (N.D. Miss. November 18, 2013) (Mills, J.).

Texas Employment Lawyer

Once an employer has articulated legitimate, nondiscriminatory reason for an employment action at issue, the employee must present substantial evidence that the employer’s proffered reason is a pretext for discrimination.

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