The court stated that this was a “case of first impression” and posed the issue as “whether an employee who has exhausted all permissible leave available under the Pregnancy Disability Leave Law (PDLL)…may nevertheless state a cause of action under the California Fair Employment and Housing Act (FEHA).”
The California Supreme Court’s Harris decision, discussed in our last post, not only clarifies the standard of proof and alters remedies available to an employee in mixed-motive cases, it provides guidance and raises questions on several practical aspects of employment law and litigation.
The California Supreme Court’s decision in Harris v. City of Santa Monica established a new standard of proof in mixed-motive discrimination cases and dramatically changed the remedies available in those cases.
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