{"id":7044,"date":"2023-09-01T08:59:56","date_gmt":"2023-09-01T12:59:56","guid":{"rendered":"https:\/\/employerdefensereport.com\/?p=7044"},"modified":"2026-03-12T15:10:23","modified_gmt":"2026-03-12T19:10:23","slug":"fifth-circuit-articulates-new-employee-friendly-test-for-title-vii-claims","status":"publish","type":"post","link":"https:\/\/www.connmaciel.com\/employer-defense-report\/fifth-circuit-articulates-new-employee-friendly-test-for-title-vii-claims\/","title":{"rendered":"Fifth Circuit Articulates New Employee-Friendly Test for Title VII Claims"},"content":{"rendered":"<p>Title VII plaintiffs in the Fifth Circuit are no longer required plead disparate treatment in an ultimate employment decision.<\/p>\n<p>In <a href=\"https:\/\/www.ca5.uscourts.gov\/opinions\/pub\/21\/21-10133-CV2.pdf\">Hamilton v. Dallas County<\/a>, the en banc court overturned decades of precedent and articulated a new employee-friendly rule for Title VII disparate treatment claims\u2014\u201ca plaintiff plausibly alleges a disparate treatment claim under Title VII if she pleads discrimination in hiring, firing, compensation, or the \u2018terms, conditions, or privileges\u2019 of her employment.\u201d<\/p>\n<p><strong>The Standard Articulated by the <em>Hamilton<\/em> Court<\/strong><\/p>\n<ul>\n<li>\u201cTo adequately plead an adverse employment action, plaintiffs need not <strong><a href=\"http:\/\/employerdefensereport.connmaciel.stagingarea.org\/wp-content\/uploads\/sites\/2\/2019\/06\/shutterstock_gavel.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\" wp-image-3716 alignright\" src=\"http:\/\/employerdefensereport.connmaciel.stagingarea.org\/wp-content\/uploads\/sites\/2\/2019\/06\/shutterstock_gavel.jpg\" alt=\"\" width=\"304\" height=\"228\" srcset=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/06\/shutterstock_gavel.jpg 500w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/06\/shutterstock_gavel-300x225.jpg 300w\" sizes=\"(max-width: 304px) 100vw, 304px\" \/><\/a><\/strong>allege\u00a0discrimination with respect to an \u2018ultimate employment decision.\u2019 Instead, a plaintiff need only show that she was discriminated against, because of a protected characteristic, with respect to hiring, firing, compensation, or the \u2018terms, conditions, or privileges of employment\u2019\u2014just as the statute says.\u201d<\/li>\n<li>\u201cThe days and hours that one works are quintessential \u2018terms and conditions\u2019 of one\u2019s employment\u201d<\/li>\n<li>\u201cWe thus leave for another day the precise level of minimum workplace harm a plaintiff must allege on top of showing discrimination in one\u2019s \u2018terms, conditions, or privileges of employment.\u2019\u201d<\/li>\n<\/ul>\n<p><strong>Background<\/strong><\/p>\n<p>The Dallas County Sheriff&#8217;s Department (\u201cDepartment\u201d) gives its detention officers two days off each week. Prior to 2019, detention officers\u2019 days off were determined by seniority. In 2019, the Department eliminated the seniority system and days off were determined by sex\u2014only men were allowed to take off Saturday and Sunday. Women could not elect to have both of their days off on the weekend.<\/p>\n<p>Nine female detention officers sued the Department, alleging that the sex-based scheduling policy violated Title VII\u2019s prohibition against sex discrimination. The trial court granted the County\u2019s motion to dismiss, reasoning that the scheduling policy was not an \u201cultimate employment decision.\u201d Under Fifth Circuit precedent, alleged conduct violated Title VII if it was an \u201cultimate employment decision\u201d such as hiring, granting leave, discharging, promoting, and compensating. The Fifth Circuit panel affirmed the trial court&#8217;s dismissal, noting that this case was the \u201cideal vehicle\u201d for an en banc court to align the Circuit\u2019s precedent with the meaning of Title VII\u2019s text. The Fifth Circuit panel explained that \u201c[s]urely allowing men to have full weekends off, but not women, on the basis of sex rather than a neutral factor like merit or seniority, constitutes discrimination with respect to the terms or conditions of those women\u2019s employment.\u201d<\/p>\n<p><strong>En Banc Decision<\/strong><!--more--><\/p>\n<p>The issue considered by the en banc court was whether the female detention officers had plausibly alleged facts that constituted an actionable adverse employment action under Title VII. The Court reversed the dismissal of <em>Hamilton<\/em>, and decades of Fifth Circuit precedent. In doing so, the Court reasoned that the \u201cultimate employment decisions\u201d test was too narrow of a reading of Title VII, Section 703(a)(1)\u2019s anti-discrimination provision, which provides that:<\/p>\n<blockquote><p>It shall be an unlawful employment practice for an employer\u2014<\/p>\n<p>to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual\u2019s race, color, religion, sex, or national origin.<\/p><\/blockquote>\n<p>The court reasoned that the \u201cultimate employment decisions\u201d test made the \u201cterms, conditions, or privileges of employment\u201d language in the statute superfluous. Citing to Supreme Court precedent, the Fifth Circuit concluded that Title VII plaintiffs could recover damages for \u201cdiscrimination in the \u2018terms, conditions, or privileges of employment\u2019\u201d that were not \u201cultimate employment decisions\u201d such as termination or loss of pay.<\/p>\n<p>Applying the \u201cterms, conditions, or privileges of employment\u201d language to the facts in <em>Hamilton<\/em>, the Court reasoned that \u201c[t]he days and hours that one works are quintessential \u2018terms or conditions\u2019 of one\u2019s employment.\u201d Therefore, the female detention officers did state a plausible claim of discrimination in violation of Title VII.<\/p>\n<p>The Fifth Circuit acknowledged the Supreme Court\u2019s warning not to \u201ctransform Title VII into a general civility code for the American workplace.\u201d But the Court declined to articulate a rule for lower courts to determine what constitutes more than de minimis discrimination, stating, \u201c[w]e thus leave for another day the precise level of minimum workplace harm a plaintiff must allege on top of showing discrimination in one\u2019s \u2018terms, conditions, or privileges of employment.\u2019\u201d<\/p>\n<p><strong>Key Take Aways<\/strong><\/p>\n<p>In sum, in the Fifth Circuit, an employer\u2019s conduct could violate Title VII\u2019s prohibition on discrimination even if the alleged conduct is not an ultimate employment decision. As this new standard articulated by the Fifth Circuit is more employee-friendly, employers would be well-advised to review existing policies and ensure that there is not disparate treatment based on a protected category such as sex, race, or gender.<\/p>\n<p>Conn Maciel Carey\u2019s Labor and Employment team will be watching as the Fifth Circuit develops a rule for determining what is more than a de minimis harm.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Title VII plaintiffs in the Fifth Circuit are no longer required plead disparate treatment in an ultimate employment decision. In Hamilton v. Dallas County, the en banc court overturned decades of precedent and articulated a new employee-friendly&hellip;<\/p>\n","protected":false},"author":14,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[815],"tags":[821],"class_list":["post-7044","post","type-post","status-publish","format-standard","hentry","category-discrimination-harassment-retaliation","tag-workplace-equity"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Fifth Circuit Articulates New Employee-Friendly Test for Title VII Claims - Employer Defense Report<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.connmaciel.com\/employer-defense-report\/fifth-circuit-articulates-new-employee-friendly-test-for-title-vii-claims\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Fifth Circuit Articulates New Employee-Friendly Test for Title VII Claims - Employer Defense Report\" \/>\n<meta property=\"og:description\" content=\"Title VII plaintiffs in the Fifth Circuit are no longer required plead disparate treatment in an ultimate employment decision. 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