If you are familiar with commercial airplanes, then you probably know the name “McDonnell Douglas” from its many well-known jets, including the DC 10. For people, such as an experienced New Jersey employment attorney, who are knowledgeable about discrimination law, the name “McDonnell Douglas” is familiar for a different reason. That’s because, in a 1973 U.S. Supreme Court case bearing the company’s name, the high court created an important framework that victims of workplace discrimination, including those in New Jersey, still use today in their lawsuits.
The “McDonnell Douglas framework,” as it is called, comes in three parts. The first hurdle involves you, as the worker who was harmed by discrimination, establishing a “prima facie case” of discrimination.
A prima facie case of discrimination involves showing that you were a member of a protected class (like age, race, gender, ethnicity, sexual orientation, gender identity, etc.), that you were qualified for the job you held, and that you suffered an adverse employment action (such as demotion, termination, reduction in hours, etc.) because of your membership in that protected class.