Mendoza v. Longs Drug Stores
An employee was told by her manager that she should quit her job because she was a woman and that, if she refused, she would suffer the consequences. She refused. Around 10 months later, she was discharged for allegedly violating the companys attendance policy. No such violation seems to have occurred.
We conclude that where an employee offers direct evidence of discrimination, the purpose of the traditional prima facie case has been served a presumption of discriminatory intent has been created and the elements of the traditional prima facie case need not be proved. The employer must then offer a legitimate, nondiscriminatory reason for its action. Here, it failed to do so. Accordingly, Court reverse as to the discrimination claim against the employer.
Comments on Mendoza v. Longs Drug Stores