St. Mary’s Honor Center v. Hicks
The St. Mary’s Center v. Hicks case created national storm after the Supreme Court decision that an employee must provide evidence and prove discrimination in the workplace. To demonstrate discrimination, an employee must conform under Title VII of the Civil Rights Act of 1964 (Cundiff, & Chaitovitz, 1994). Justice Scalia labeled Saint Mary’s Center v. Hicks case “pretext-plus” approach. Other courts, commentators, and analysts originally also classified the term pretext-plus. The approach of this case is similar to “pretext-only” approach from the case McDonnell Douglas Corp v. Green of 1973 (Cundiff, & Chaitovitz, 1994). The employee must develop a discrimination case and accepted as correct and proved otherwise. The employer is then liable and must effectively express the impartial administration. Conversely, if the employer does not provide an explanation to the accusation, the employee who established a charge of racial discrimination wins. Otherwise, if produces a statement of nondiscrimination regarding the allegation, then the employee is accountable and proves that the employer’s affirmation is purely pretextual. Apart from that, if the employee demonstrates pretext, the employer prevails (Cundiff, & Chaitovitz, 1994). Even though it is significant to change the structure of the organization to function efficiently and effectively. Considering the current employees performances and achievements is also significant to avoid legal dispute that could negatively impact the organization.

Main Issues of the Case

The analysis of Saint Mary's Center for the case had no changed. However, it focuses on the possibility of employee's triumph in proving the pretext. If Saint Mary's conduct and the pretext was in fact discrimination, then as a matter of law there is no need for judgment to the plaintiff. The court declared that the