Texas Dept. of Community Affairs v. Burdine

E166647

Title VII case United States Supreme Court case employment discrimination case

Texas Dept. of Community Affairs v. Burdine is a 1981 U.S. Supreme Court case that clarified the burden-shifting framework in Title VII employment discrimination claims, particularly the employer’s burden of production versus the plaintiff’s burden of persuasion.

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All labels observed (2)

Label	Occurrences
Texas Department of Community Affairs v. Burdine	1
Texas Dept. of Community Affairs v. Burdine canonical	1

Statements (43)

Predicate	Object
instanceOf	Title VII case ⓘ United States Supreme Court case ⓘ employment discrimination case ⓘ
appliesTo	Title VII disparate treatment claims ⓘ individual employment discrimination suits ⓘ
burdenFramework	prima facie case by plaintiff, production of legitimate reason by employer, proof of pretext by plaintiff ⓘ
citation	101 S. Ct. 1089 ⓘ 450 U.S. 248 ⓘ 67 L. Ed. 2d 207 ⓘ
citedIn	Reeves v. Sanderson Plumbing Products, Inc. ⓘ St. Mary’s Honor Center v. Hicks ⓘ
clarifies	McDonnell Douglas Corp. v. Green burden-shifting framework ⓘ
country	United States of America ⓘ surface form: United States
court	Supreme Court of the United States ⓘ
decisionDate	1981-03-04 ⓘ
decisionType	majority opinion ⓘ
docketNumber	79-1828 ⓘ
employerBurden	burden to produce evidence of a legitimate, nondiscriminatory reason for the challenged action ⓘ no burden of persuasion on the employer under Title VII in the McDonnell Douglas framework ⓘ
fullName	Texas Dept. of Community Affairs v. Burdine self-linksurface differs ⓘ surface form: Texas Department of Community Affairs v. Burdine
holding	An employer must articulate a legitimate, nondiscriminatory reason for the employment decision once a prima facie case is established. ⓘ The articulated reason must be clear and reasonably specific. ⓘ The employer’s burden in rebutting a prima facie case of discrimination is one of production, not persuasion. ⓘ The plaintiff retains the ultimate burden of persuasion on the issue of intentional discrimination. ⓘ
influenced	later Supreme Court Title VII jurisprudence ⓘ
issue	allocation of burdens of proof in Title VII disparate treatment cases ⓘ scope of employer’s burden in the McDonnell Douglas burden-shifting framework ⓘ
jurisdiction	federal question jurisdiction ⓘ
language	English ⓘ
legalArea	civil rights law ⓘ employment discrimination law ⓘ labor and employment law ⓘ
legalConcept	legitimate, nondiscriminatory reason ⓘ pretext for discrimination ⓘ prima facie case of discrimination ⓘ
petitioner	Texas Department of Community Affairs ⓘ
plaintiffBurden	ultimate burden of proving intentional discrimination remains with the plaintiff at all times ⓘ
precedentFor	burden-shifting analysis in Title VII disparate treatment claims ⓘ
respondent	Burdine ⓘ
standardOfProof	preponderance of the evidence for the plaintiff’s ultimate burden ⓘ
statuteInterpreted	Title VII of the Civil Rights Act of 1964 ⓘ
topic	allocation of burdens in civil rights litigation ⓘ evidentiary standards in employment discrimination cases ⓘ

Referenced by (2)

Full triples — surface form annotated when it differs from this entity's canonical label.

McDonnell Douglas Corp. v. Green → influenced → Texas Dept. of Community Affairs v. Burdine ⓘ

Texas Dept. of Community Affairs v. Burdine → fullName → Texas Dept. of Community Affairs v. Burdine self-linksurface differs ⓘ

this entity surface form: Texas Department of Community Affairs v. Burdine