![]() The city argued that it was not liable for the supervisor’s actions because he was not the decision-maker in the firefighter’s demotion. The firefighter filed a complaint with the EEOC, alleging race discrimination and retaliation. In this case, a firefighter alleged that he was subjected to racial discrimination by his supervisor, who gave him a poor performance evaluation and recommended that he be demoted. The court ultimately found in favor of the employee, holding that the employer was liable for discrimination because the supervisor’s discriminatory motive influenced the termination decision.Īnother case that illustrates the application of the “Cat’s Paw” theory in Houston, Texas is Delaval v. The employee filed a lawsuit against her employer, alleging that the employer was liable for discrimination under the cats paw theory. Continental Casualty Co., where an employee was terminated due to negative performance reviews that were influenced by her supervisor’s discriminatory motives. In Houston, Texas, the cats paw theory has been applied in various employment law cases. For example, if an employee is terminated due to a negative performance review that was influenced by a supervisor’s discriminatory motive, the employer can be held liable for discrimination, even if the decision to terminate was made by someone who was unaware of the discriminatory motive. The supervisor’s discriminatory motive can be imputed to the employer under the cats paw theory.Ĭats paw theory is particularly relevant in cases involving allegations of discrimination, retaliation, or wrongful termination. This can occur even if the employee did not have decision-making authority and was not the ultimate decision-maker in the employment action.įor example, if a supervisor harbors discriminatory intent towards a particular employee and convinces a decision-maker to take adverse employment action against the employee, the employer can be held liable for discrimination, even if the decision-maker was not aware of the discriminatory motive. Under cats paw theory, an employer can be held liable for the discriminatory actions of an employee if the employee’s actions were motivated by discriminatory intent, and the employer was aware of or should have been aware of the discriminatory motive. ![]() In the employment context, the term refers to a situation where an employer is burned by the actions of an employee, who is influenced by a discriminatory motive. The term “cats paw” originates from an Aesop fable where a monkey convinces a cat to retrieve chestnuts from a fire, only for the monkey to eat them all, leaving the cat with burned paws. This theory has been applied in various employment law cases in Houston, Texas, and has significant implications for both employers and employees. Cats paw theory is a legal doctrine used in employment law that holds employers accountable for discriminatory actions of their employees, even if the employer had no discriminatory intent. ![]()
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