Which test is used by courts to assess a prima facie case of disparate treatment?

The McDonnell Douglas Test is a legal framework established by the U.S. Supreme Court to evaluate cases of alleged employment discrimination, particularly those involving disparate treatment. This test is crucial in helping courts determine whether discrimination occurred based on the sequence of events and the circumstances surrounding an employment decision.

Under the McDonnell Douglas Test, the plaintiff must first establish a prima facie case of discrimination by demonstrating certain elements, typically showing that they are a member of a protected class, that they were qualified for the position, that they suffered an adverse employment action, and that the action occurred under circumstances implying discrimination. If the plaintiff successfully establishes this prima facie case, the burden of proof then shifts to the employer to provide a legitimate, non-discriminatory reason for the adverse employment action. If the employer presents such a reason, the plaintiff then has the opportunity to show that the employer's reason is a pretext for discrimination.

This test is specifically designed to handle disparate treatment cases, where it is claimed that an employee was treated differently because of a protected characteristic, such as race, gender, or age. As a result, the McDonnell Douglas Test is integral to the legal evaluation of claims of discrimination in employment practices stemming from perceived unequal treatment based on these protected characteristics