Michael Curley v. City of North Las Vegas

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

• holding that if defendant establishes legitimate, non- retaliatory reason for adverse action, then plaintiff must show pretext
• reiterating that if an employer provides a legitimate, nondiscriminatory reason for the adverse employment action, the burden shifts back to the employee to prove that the reason given by the employer was pretextual
• acknowledging that very close temporal proximity between a protected activity 12 and an adverse employment action can be sufficient evidence of a causal link to support a 13 prima facie showing of retaliation”
• explaining that in an ADA discrimination action, where an employer has offered a legitimate, nondiscriminatory reason for the adverse employment action, the burden shifts back to the employee to show that the reason offered was pretextual
• explaining that in an ADA discrimination action, where an employer has offered a legitimate, nondiscriminatory reason for the adverse employment action, the burden shifts back to the employee to show that each of the employer’s proffered reasons were pretextual
• “Disputing only one of several well-supported, independently sufficient 7 reasons for termination is generally not enough to defeat summary judgment.”

Source: CourtListener parenthetical corpus (CC0).