{"id":184,"date":"2019-03-11T19:10:25","date_gmt":"2019-03-11T19:10:25","guid":{"rendered":"https:\/\/www.sherin.com\/employment-blog\/?p=184"},"modified":"2021-06-10T16:54:29","modified_gmt":"2021-06-10T16:54:29","slug":"but-i-cant-prove-it-yes-you-can-with-circumstantial-evidence","status":"publish","type":"post","link":"https:\/\/www.sherin.com\/employment-blog\/2019\/03\/11\/but-i-cant-prove-it-yes-you-can-with-circumstantial-evidence\/","title":{"rendered":"\u201cBut I Can\u2019t Prove It.\u201d Yes You Can, With Circumstantial Evidence"},"content":{"rendered":"

It is impossible to count the number of times we have heard an employee say, \u201cI know something is wrong but I can\u2019t prove it.\u201d\u00a0 Our response is to say, “That is what we do.\u201d If something is wrong, we help you prove it using what evidence is available, which is often what lawyers call circumstantial evidence \u2013 the circumstances which, if looked at as a whole, will show a jury what is really going on.\u00a0 To illustrate, we are going to look at proof of a discrimination claim \u2013 but proof of many employment claims (whistleblowing, retaliation, etc.), not just discrimination, can be made by circumstantial evidence.<\/p>\n

The Elements of a Discrimination Claim<\/strong><\/h3>\n

Employment discrimination in the most literal sense is favoring (or disfavoring) one employee over another. Employment discrimination becomes unlawful when the basis of the favoritism is a forbidden characteristic \u2013 what the law calls membership in a protected class: race, color, religion, national origin, sex, gender identity, sexual orientation, handicap, etc. To prove unlawful employment discrimination, you must show four things:<\/p>\n

    \n
  1. Membership in a protected class;<\/li>\n
  2. An adverse employment action \u2013 (for more on this, click here<\/a>);<\/li>\n
  3. Discriminatory animus; and<\/li>\n
  4. Causation.<\/li>\n<\/ol>\n

    The last two elements are often the hardest to prove by direct evidence, e.g., by an employer saying something like, \u201cI am firing you because you are too old to do this job.\u201d\u00a0 Instead, employees prove their cases by, as one court put it, presenting the jury a \u201cconvincing mosaic of circumstantial evidence [which] shows that discrimination has occurred.\u201d<\/p>\n

    The Convincing Mosaic<\/strong><\/h3>\n

    Often times, the reason your employer gives you for an adverse employment action just doesn\u2019t make sense. For example, your employer tells you that you didn\u2019t get a promotion because \u201cyou don\u2019t have enough experience managing others,\u201d but then you learn that the person selected has never before been a supervisor. \u00a0Such \u201cweaknesses, implausibilities, inconsistencies, incoherencies, or contradictions in the employer\u2019s\u2026reason for its action\u201d may be used as circumstantial evidence to show that the employer\u2019s stated reason for its decision is not the real reason. \u00a0Similarly, if your employer gives you a reason which you know to be false, that evidence can be used to prove that the real reason was unlawful discrimination.<\/p>\n

    Other times employers apply unlawful stereotypes. Maybe you are a female executive whose employer refused to put you on the senior leadership team because you were \u201ctoo aggressive\u201d towards subordinates, or \u201cnot nice enough\u201d to colleagues. Or maybe you are an ethnic minority who has received a negative review citing your \u201clack of deference\u201d to others \u2013 or, in other words, that you did not \u201cknow your place.\u201d<\/p>\n

    Sometimes timing can serve as circumstantial evidence. For example, a successful woman who receives her first critical evaluation shortly after disclosing her pregnancy, or a 55 year old employee with an exemplary record who suddenly starts getting written up by a new, younger manager.<\/p>\n

    Excessive subjectivity in the reason can also be circumstantial evidence of unlawful discrimination. Take, for example, the sales executive who has surpassed all of his sales targets, but sees his bonus reduced for not showing \u201chustle\u201d or not being a \u201cteam player.\u201d<\/p>\n

    The above are just a few examples.\u00a0 Courts recognize all sorts of circumstantial evidence may contribute to the \u201cconvincing mosaic\u201d:<\/p>\n

      \n
    • Shifting rationales \u2013 an employer gives different reasons at different times;<\/li>\n
    • Disparate treatment \u2013 others outside the protected class are treated more favorably;<\/li>\n
    • Discriminatory remarks \u2013 comments by a decision maker can be a \u201cwindow into his state of mind\u201d;<\/li>\n
    • Negative treatment of others \u2013 others in the same protected class are also mistreated;<\/li>\n
    • Statistics \/ workforce composition \u2013 e.g., the upper ranks of a company are closed off to a member of certain protected class, or the majority of those selected for layoff are in the same protected class;<\/li>\n
    • Deviation from practice \/ policy \u2013 e.g., others outside the protected class are given a chance to fix a problem, or there is a progressive discipline policy that is ignored;<\/li>\n
    • Failure to document \u2013 e.g., being fired for alleged poor performance, but without supporting documentation.<\/li>\n<\/ul>\n

      Conclusion<\/strong><\/h3>\n

      The key take-away is that few cases have the so-called \u201csmoking gun\u201d evidence of unlawful motive, but by looking at all of the circumstances \u2013 the whole picture \u2013 you may be able establish your claim. If you believe you are being subjected to discrimination or other wrongful treatment in the workplace, consult an employment attorney as soon as possible.<\/p>\n","protected":false},"excerpt":{"rendered":"

      It is impossible to count the number of times we have heard an employee say, \u201cI know something is wrong but I can\u2019t prove it.\u201d\u00a0 Our response is to say, “That is what we do.\u201d If something is wrong, we help you prove it using what evidence is available, which is often what lawyers call […]<\/p>\n","protected":false},"author":9,"featured_media":185,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[],"tags":[],"class_list":["post-184","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"\n\u201cBut I Can\u2019t Prove It.\u201d Yes You Can, With Circumstantial Evidence - Employment<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sherin.com\/employment-blog\/2019\/03\/11\/but-i-cant-prove-it-yes-you-can-with-circumstantial-evidence\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u201cBut I Can\u2019t Prove It.\u201d Yes You Can, With Circumstantial Evidence - 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