Staub v. Proctor Hospital
| Staub v. Proctor Hospital | |
|---|---|
| Argued November 2, 2010 Decided March 1, 2011 | |
| Full case name | Vincent E. Staub, Petitioner v. Proctor Hospital |
| Docket no. | 09-400 |
| Citations | 562 U.S. 411 (more) 131 S. Ct. 1186; 179 L. Ed. 2d 144; 79 U.S.L.W. 4126 |
| Case history | |
| Prior | jury found for plaintiff (PEOCC 2007) reversed (7th Cir. 2009) cert granted, 562 U.S. 441 (2010). |
| Holding | |
| An employer may be held liable for employment discrimination based on the discriminatory animus of an employee who influenced, but did not make, the ultimate employment decision. | |
| Court membership | |
| |
| Case opinions | |
| Majority | Scalia, joined by Roberts, Kennedy, Ginsburg, Breyer, Alito, Sotomayor |
| Concurrence | Alito (in judgment), joined by Thomas |
| Kagan took no part in the consideration or decision of the case. | |
| Laws applied | |
| Uniformed Services Employment and Reemployment Rights Act | |
Staub v. Proctor Hospital, 562 U.S. 411 (2011), is a United States Supreme Court case in which the Court held that an employer may be held liable for employment discrimination under the Uniformed Services Employment and Reemployment Rights Act (USERRA) if a biased supervisor's actions are a proximate cause of an adverse employment action, even if the ultimate decision-maker was not personally biased. This case affirmed the 'Cat's Paw' theory of liability.