In Vance v. Ball State University, (June 24, 2013), the U.S. Supreme Court held that to prove a retaliation claim under Title VII, a plaintiff must show that the adverse action would not have occurred “but for” the employer’s improper retaliatory motive. The Court further held that to be considered a supervisor for purposes of workplace employer liability, the individual must have the power to hire, fire, fail to promote, reassign, or cause a significant change in benefits to the individual.
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