411 U.S. 792 (1973)
McDonnell Douglas Corp. v.
What is the legal framework for evaluating claims of racial discrimination in employment under Title VII of the Civil Rights Act of 1964?
The Court outlined a burden-shifting framework: First, the plaintiff must establish a prima facie case of discrimination. Second, the employer must articulate a legitimate, non-discriminatory reason for the employment action. Finally, the burden shifts back to the plaintiff to demonstrate that the employer's reason was a pretext for discrimination.
The Supreme Court reversed the appellate court's decision, holding that Green had established a prima facie case of racial discrimination. The Court further ruled that McDonnell Douglas had articulated a legitimate reason for not rehiring Green – his participation in illegal protest activities – but that Green should have an opportunity to show this reason was pretextual.
For law students, McDonnell Douglas Corp. v. Green is critical as it established the foundational framework for discrimination cases, underpinning much of modern employment law practice. It demonstrates how courts balance evidence and justifications in civil rights litigation, and this understanding is necessary for analyzing and advocating in employment discrimination cases.