The California Fair Employment and Housing Act (FEHA) prohibits an employer from discriminating against a person based on race in connection with compensation, terms, conditions, or privileges of employment.
In the case of Arega v. Bay Area Rapid Transit District, the plaintiffs worked as cash handlers for the Bay Area Rapid Transit District (BART). They applied to the cash handler foreworker position but did not receive promotions.
The plaintiffs filed a lawsuit against BART under the FEHA. They alleged that BART promoted less qualified individuals over them and discriminated against them based on race (African American).
The trial court entered summary judgment in BART’s favor. The plaintiffs appealed. They argued that they presented sufficient evidence to create triable issues of material fact.
The California Court of Appeal for the First District affirmed the trial court’s judgment.
Discriminatory intent is a necessary element of a FEHA claim for racial discrimination. The FEHA bans employers from two types of discrimination. First, there is disparate treatment discrimination, which consists of an intentionally discriminatory act because of an employee’s protected class. Second, there is disparate impact discrimination, which arises when a practice or policy that is neutral on its face has a disproportionate effect on employees in a protected class.
The appellate court ruled that the plaintiffs failed to meet their burden of producing direct evidence to establish the...
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