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Yesterday’s post discussed how direct evidence “proves impermissible discriminatory bias without additional inference or presumption,” i.e., the proverbial smoking gun. But smoking gun evidence in discrimination cases is rare. Employers aren’t out there telling employees that their race will cost them their jobs.
Well, most employers, that is.
Last night, I read an Eleventh Circuit Court of Appeals decision with shocking allegations.
One of the defendants is a city in Georgia. The other defendant ran for election as Chairman of the City Commission. According to the plaintiff, as part of the individual defendant’s campaign, he publicly stated his intent to “replace