When alleging disparate treatment on the basis of sex, the plaintiff must prove by a preponderance of the evidence that the defendant had a discriminatory motive or intent. Public Service has presented the Functional Analysis as a legitimate nondiscriminatory reason for Price's termination.
These standards describe only the threshold of evidence an appellant must produce to prima facie case for sex discrimination in Aurora a summary judgment motion, rather than the level of evidence to prove the claim after all the evidence is heard, that the discipline imposed was the result of unlawful sex discrimination.
Plaintiff argues that the fact the dispatchers used a team concept and that Mann was involved with the Hanlon call created a shared responsibility and some degree of culpability on Mann's part for the errors in the handling of the Hanlon call. Franks, F.
The court believes that this reasoning prima facie case for sex discrimination in Aurora to Price's Third Claim for Relief. US State Law.
However, an employer is not required to keep an employee in a job that she is unable to perform or in which she would pose a significant safety risk to others in the workplace. Peter Ruben Morales, Charles H.
Accordingly, Price's request to amend her Fourth Claim for Relief should be denied.