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standard , not a pleading requirement . Indeed , McDonnell Douglas is only one method by which an employee can prove discrimination . A plaintiff can still prevail by presenting a “ convincing mosaic of circumstantial evidence .”
Technically speaking , the standard has not changed . Yet , when evaluating the merits of a discrimination claim , litigants
should not focus solely on the stringent requirements of McDonnell Douglas . In the aftermath of Tynes , the convincing mosaic standard may be an alternative to overcome summary judgment , particularly when the plaintiff cannot identify a comparator . However , a failure in the prima facie case is often indicative of a deficiency in the overall evidence . Although courts do not dwell on the technical requirements of McDonnell Douglas , the questions the plaintiff must answer to make a prima facie case are relevant to the ultimate question of discrimination . n
Author : Helen Jay – Phelps Dunbar , LLP
ABOTA Seminar onJune7 , theamericanBoardoftrial advocates ( aBota ), tampaBaychapter , joinedwiththehcBaandthethirteenth JudicialcircuitProfessionalism committee , tohostitsannualhalf-day cleseminar . heldattheStetson universitycollegeoflawandthechester h . fergusonlawcenter , theseminar focusedonthetopicof “ Practicingwith ethics , civility , andProfessionalism .” thankyoutotheeventspeakers andpanelistsforparticipatinginthis informativeseminar . also , thankyoutothe Socialhoursponsorwagner , Mclaughlin whittemoreandtotcS , whoprovided audiovisualservicesfortheevent .
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