In
Staub v. Proctor Hospital, an opinion issued today, the United States Supreme Court ruled that an employer can be liable for a violation of the Uniformed Services Employment and Reemployment Rights Act (USERRA) even if the supervisor who ultimately made the decision to discipline an employee was not motivated by anti-military animus.
The Court considered the argument of the employer that, although the immediate supervisors of the employee who was in the Army Reserve did act with a discriminatory intent, it did not matter because the supervisor who did fire him did not act with discriminatory intent. In rejecting that argument, the Court stated that, because the disciplining supervisor relied on earlier discriminatory disciplinary action taken against the employee by the other supervisors, her decision violated USERRA. "[I]f a supervisor performs an act motivated by antimilitary animus that is intended by the supervisor to cause an adverse employment action, and if that act is a proximate cause of the ultimate employment action, then the employer is liable under USERRA." The Court further explained, "The decisionmaker's exercise of judgment is also a proximate cause of the employment decision, but it is common for injuries to have multiple proximate causes." The Court also rejected a rule that would entirely immunize an employer who conducts an independent investigation, stating that only "if the employer's investigation results in an adverse action for reasons unrelated to the supervisor's original biased action" will the employer be free from liability.
Labels: Defenses, Discrimination, Uniformed Services Employment and Reemployment Rights Act (USERRA), United States Supreme Court