Supreme Court Upholds Tough Standard for Workplace Discrimination Claims
On March 10, 2025, the Supreme Court declined to reconsider a longstanding legal test that makes it difficult for workers to prove discrimination in court. The case involved Ronald Hittle, a former fire chief from Stockton, California, who claimed he was fired for his religious beliefs. By rejecting his appeal, the Court upheld the McDonnell Douglas test, a legal framework that often favors employers in discrimination cases.
The McDonnell Douglas test was established by the Supreme Court in 1973 and applies when there is no direct evidence of discrimination. Courts aren’t required to use the test, but routinely do. It places a significant burden on the employee to prove their claims. Here’s how it works:
- You need to show that you belong to a protected class (such as race, gender, religion, or disability), were qualified for your job, and were fired or demoted under suspicious circumstances.
- Your employer then gets to explain – If you prove step one, your employer only has to give a neutral-sounding reason for firing you (e.g., budget cuts, restructuring, or poor performance).
- You must then prove that your employer’s stated reason isn’t true and that the real reason for your termination was discrimination.
The challenge with this test is that employers can easily give any justification, and courts often accept these explanations at face value, making it extremely hard for workers to win discrimination claims.
The Impact of the Supreme Court’s Decision
Hittle alleged that he was fired for attending religious leadership conferences while serving as fire chief. He argued that the McDonnell Douglas test makes it too difficult for employees to prove discrimination, since it allows employers to justify terminations with almost any neutral explanation, even when discrimination may have played a role. Hittle’s petition asked the Supreme Court to overrule McDonnell Douglas or, at least, to clarify how it applies.
By declining to hear the case, the Supreme Court has left this decades-old legal standard intact, continuing to make it challenging for employees to succeed in discrimination lawsuits.
What Does This Mean for California Employees?
If you believe you’ve been discriminated against at work, don’t be discouraged. You still have rights, but you need strong evidence and the right legal strategy.
Here’s what you should do:
✅ Keep Records – Save emails, performance reviews, and any discriminatory comments or actions.
✅ Document Patterns – If you notice similar treatment of other employees in your protected class, write it down.
✅ Seek Legal Help Early – Don’t wait. A skilled employment lawyer can help you build the strongest case possible.
If you suspect workplace discrimination, contact an experienced employment attorney to discuss your options. The law may set a high bar, but with the right approach, justice is still possible.
