United States Supreme Court

The Ninth Circuit improperly applied a disparate-impact analysis to plaintiff's disparate-treatment claim and improperly focused on factors that pertain only to disparate-impact claims, and thus ignored the fact that defendant's no-hire policy is a quintessential legitimate, nondiscriminatory reason for refusing to rehire an employee who was terminated for violating workplace conduct rules.

Appellate Information

• Decided 12/02/2003
• Published 12/02/2003

Judges

Court

• United States Supreme Court

Counsel