Society for Human Resource Management (SHRM)
In an article on the U.S. Supreme Court’s ruling that a Title VII retaliation claim must be proven according to a stricter causation test (University of Texas Southwestern Medical Center v. Nassar), Littler’s Gregory Keating discusses the implications for employers. He notes that the court finally decided to draw a line in the sand after several recent cases that adopted the most liberal standard for proving retaliation and further fueled the rapid rise in retaliation claims across the U.S.