Milestones: 1993
In St. Mary's Honor
Center v. Hicks, the Supreme Court rules that the
plaintiff in an employment discrimination case is not entitled to
automatically win even if he establishes a prima facie
case of discrimination and demonstrates that all of the reasons
advanced by the employer for the "challenged action" are false. The
Supreme Court's decision means that even if the plaintiff can prove
the employer's asserted defense is pretextual, than a finding of
unlawful discrimination is not mandatory. A fact finder may still
conclude that the employer's action is not discriminatory. The
Commission had filed a brief as amicus curiae arguing,
unsuccessfully, that prior Supreme Court cases established that
once the plaintiff had shown that all of the employers reasons for
the adverse employment actions are pretextual, then the plaintiff
should automatically win.
In Harris v.
Forklift Systems, Inc., the Supreme Court rules that in
a sexual harassment case, the plaintiff does not have to prove
concrete psychological harm to establish a Title VII violation.
EEOC pilots an Alternative Dispute Resolution (ADR) Program
featuring mediation in four field offices (New Orleans, Houston,
Philadelphia and Washington, D.C.). Contract and volunteer staff
mediate 300 charges.
In the first EEOC trial under the Americans with
Disabilities Act, EEOC and Wessell v. AIC Security
Investigation, LTD., the agency successfully proves that the
defendant discharged the charging party because he had brain
cancer, even though he had continued to perform the essential
functions of his job satisfactorily. EEOC secures $220,000 in back
pay and compensatory and punitive damages on behalf of the charging
party.
The Commission and the National Labor Relations Board's
(NLRB) General Counsel sign a Memorandum of Understanding providing
for coordination of issues arising under the Americans with
Disabilities Act and the National Labor Relations Act
(e.g., the duty to reasonably accommodate an individual
with a disability versus an individual's seniority rights earned
pursuant to a collective bargaining agreement).
In the first full year of enforcement of Title I of the
Americans with Disabilities Act (ADA), over 16,000 individuals file
an ADA charge with EEOC. This is approximately eight times the
number of Title VII charges filed in 1965, Title VII's first year
in effect.
EEOC publishes proposed guidance on workplace harassment
under all bases covered by Title VII, including harassment based on
religion. Over 100,000 individuals contact the agency expressing
opposition to the proposed guidelines. In 1994, both Houses of
Congress pass measures restricting EEOC from issuing guidelines on
harassment that include religion as a basis.
President Bill Clinton designates Commissioner Tony E.
Gallegos as Acting Chairman of EEOC. Gallegos is the first Hispanic
American to serve in this capacity.
Next: 1994
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