Under Washington State laws, what is the direct-evidence method (hereinafter, “Direct-Evidence Method”) of establishing a prima facie case of employment discrimination? Here’s my point of view.
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EMPLOYMENT DISCRIMINATION — THE PRIMA FACIE CASE (2 OPTIONS)
In Washington State, “[a] plaintiff can establish a prima facie case [of employment discrimination] by either[:]
[1.] offering direct evidence of an employer’s discriminatory intent, or …
(1) the defendant employer acted with a discriminatory motive and
(2) the discriminatory motivation was a significant or substantial factor in an employment decision.
Id.* at 744 (citing Kastanis, 122 Wn.2d at 491) (paragraph formatting, hyperlink, and emphasis added).
THE 2ND ELEMENT: DISCRIMINATORY MOTIVATION WAS SIGNIFICANT/SUBSTANTIAL FACTOR
To satisfy the second element of the Direct-Evidence Method, the plaintiff–employee “must … [establish that] the discriminatory motive was a significant or substantial factor in an employment decision relating to … [plaintiff].” Id.* at 746 (referencing Kastanis, 122 Wn.2d at 491). This can be done by identifying associated adverse employment actions.
ADVERSE EMPLOYMENT ACTION
“An adverse employment action involves a change in employment conditions that is more than an inconvenience or alteration of one’s job responsibilities, such as reducing an employee’s workload and pay.” Id.* (citing Campbell v. State, 129 Wn.App. 10, 22, 118 P.3d 888 (2005), review denied, 157 Wn.2d 1002 (2006)). “A demotion or adverse transfer, or a hostile work environment, may also amount to an adverse employment action.” Id.* (citing Kirby v. City of Tacoma, 124 Wn.App. 454, 465, 98 P.3d 827 (2004), review denied, 154 Wn.2d 1007 (2005)) (hyperlink added).
EMPLOYER’S DISCRIMINATORY REMARKS GENERALLY CONSIDERED DIRECT EVIDENCE
Washington Courts “generally consider an employer’s discriminatory remarks to be direct evidence of discrimination.” Id.* (referencing Johnson v. Express Rent & Own, Inc., 113 Wn.App. 858, 862-63, 56 P.3d 567 (2002) (“reversing summary judgment based on supervisor’s ageist comments that plaintiff did not fit company’s image of a youthful, fit, ‘GQ’ looking mold”)).
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IMPORTANT: All hyperlinks in this article with an asterisk (*) will take the reader away from this website to either our Williams Law Group Blog* or an official governmental website. This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.
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HOW CAN AN EMPLOYMENT-LAW ATTORNEY HELP ME?
answer:
In today’s workforce, instances of workplace discrimination continue to cast shadows over the professional lives of numerous employees. Discrimination, spanning various factors such as age, citizenship or immigration status, creed/religion, disability, gender, national origin, opposition to a discriminatory practice, race, and sexual orientation, presents a formidable challenge to workplace equality. For individuals grappling with discrimination in their professional environments, seeking legal counsel emerges as a pivotal recourse. Here’s why consulting with an attorney holds paramount importance for employees encountering discrimination in the workplace:
1. Understanding Legal Rights
When faced with workplace discrimination, comprehending one’s legal rights becomes imperative. Employment laws exhibit nuances and intricacies, often varying from state to state. Consulting with an employment law attorney facilitates a comprehensive understanding of applicable legal frameworks, such as the Washington Law Against Discrimination*, Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), or the Age Discrimination in Employment Act (ADEA).
2. Guidance Through the Process
The journey of initiating a discrimination claim can prove arduous, particularly for individuals unversed in legal proceedings. An attorney proficient in employment law extends invaluable guidance and support across every phase of the process. This encompasses assistance in evidence collection, completion of necessary paperwork, and adept representation during negotiations or court proceedings. Through their expertise, attorneys ensure the protection of clients’ rights and enhance the prospects of securing a favorable outcome.
3. Preservation of Evidence
Evidentiary support serves as the backbone of discrimination claims, pivotal in substantiating allegations. However, the task of gathering and preserving evidence presents challenges, particularly for employees still employed by the discriminating entity. Attorneys adept in employment law offer strategic counsel on evidence collection, encompassing documentation such as emails, performance evaluations, and witness statements. Moreover, they safeguard against potential retaliatory actions from the employer, crucial in bolstering the strength of the case.
4. Advocacy and Negotiation
Many discrimination cases witness resolution through negotiation or mediation, circumventing the need for protracted litigation. Here, the role of an attorney as an advocate assumes significance, advocating for clients’ interests and facilitating constructive dialogue with the opposing party. By elucidating available options and potential outcomes, attorneys empower clients to make informed decisions conducive to their objectives.
5. Pursuit of Compensation
Employees subjected to workplace discrimination may be entitled to compensation for various damages incurred, ranging from lost wages to emotional distress. Attorneys proficient in employment law conduct a thorough evaluation of clients’ claims, considering factors such as the severity of discrimination and its impact on professional trajectories. Subsequently, they navigate the legal terrain to secure rightful compensation through formal channels.
6. Holding Employers Accountable
Beyond seeking redress for individual grievances, pursuing legal action against discriminatory practices holds broader implications. By holding employers accountable for their actions, employees contribute to the collective endeavor of fostering equitable and inclusive work environments. Such actions serve as deterrents against future instances of discrimination, fostering a culture of accountability and respect within organizations.
CONCLUSION
In essence, the decision to seek legal counsel holds profound significance for employees grappling with workplace discrimination. Attorneys practicing employment law serve as steadfast allies, offering guidance, advocacy, and strategic representation. By harnessing legal avenues, employees not only assert their rights but also propel the ongoing fight for workplace equality and justice.
Under Washington State laws, what are “Requests for Admission” within the context of civil litigation? Here’s my point of view.
(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer | Terms of Use | Privacy Policy before proceeding.)
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INTRODUCTION: REQUESTS FOR ADMISSION (CIVIL LITIGATION)
Within the context of Washington State civil litigation, Requests for Admission (RFAs) play an important role in the pre-trial discovery process. This formal procedure allows parties involved in a lawsuit to narrow down the issues and facts that are genuinely in dispute. In this blog post, I discuss Requests for Admission, exploring their purpose and significance in the litigation process.
I. Definition and Purpose of Requests for Admission
Requests for Admission involve the creation of written statements by one party, which are then served on any other party within the pending action. These statements seek admissions or denials regarding particular facts or the authenticity of specific documents pertinent to the case. In contrast to alternative discovery methods, Requests for Admission specifically aim to refine and narrow down the issues in dispute, fostering increased efficiency in the legal proceedings.
The primary purposes of Requests for Admission in Washington State include:
1. Issue Framing:
RFAs help define and clarify the key issues that are genuinely in dispute between the parties. By stipulating certain facts, the parties can streamline the litigation process and avoid unnecessary disputes over uncontested matters.
2. Cost and Time Efficiency:
By admitting facts that are not in dispute, the parties can reduce the scope of the trial, thereby saving time and litigation costs. This promotes a more expeditious resolution of the case.
II. Significance in Litigation Strategy
Requests for Admission can significantly impact the overall litigation strategy. Properly executed RFAs can:
1. Narrow Down Issues:
By compelling the opposing party to admit certain facts, RFAs can help narrow down the issues in dispute, making the trial more focused and efficient.
2. Evidentiary Value:
Admissions made through RFAs can be used as evidence at trial. This can simplify the presentation of evidence and contribute to a more straightforward case presentation.
3. Cost Savings:
Streamlining the issues at an early stage through RFAs can lead to cost savings for both parties by minimizing the time and resources required for trial preparation.
Conclusion
Requests for Admission serve as a powerful tool in the toolkit of litigators in Washington State. When utilized effectively, RFAs can contribute to a more streamlined and cost-effective litigation process, ultimately facilitating the swift resolution of disputes. Understanding the procedural aspects and strategic implications of Requests for Admission is essential for legal professionals navigating the complex landscape of civil litigation in Washington State.
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Under Washington State laws, what are “interrogatories” within the context of civil legal proceedings? Here’s my point of view.
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Introduction: Interrogatories (WA State)
Within the context of legal proceedings, the effective utilization of discovery tools is essential for building a strong case. The interrogatory is a discovery tool that plays a substantial role in shaping the pre-trial phase. This article will address the purpose, scope, and essential guidelines of interrogatories.
What Are Interrogatories?
Interrogatories function as a written discovery technique that involves one party creating a set of questions for the opposing side in a legal dispute. The main goal is to elicit specific information essential to the case, assisting both parties in gathering facts, defining issues, and developing a well-grounded legal strategy. Unlike other discovery methods like requests for production of documents or requests for admission, interrogatories specifically focus on obtaining information through written responses.
Purpose and Scope in Washington State Law
In Washington State, interrogatories serve several essential purposes in civil litigation:
Fact Gathering
Interrogatories allow parties to obtain detailed information about the facts surrounding the case. This can include details about the opposing party’s claims, defenses, and the evidence they intend to present.
Issue Clarification
Interrogatories help to define and clarify the legal and factual issues in dispute. By asking targeted questions, parties can narrow down the focus of the case and streamline subsequent legal proceedings.
Preventing Surprises at Trial
Through the exchange of interrogatories, parties can reduce the element of surprise at trial. This promotes fair and transparent proceedings, giving each side an opportunity to understand the other’s position thoroughly.
Witness Identification
Interrogatories often include questions about potential witnesses, helping parties identify and locate individuals with relevant information. This aids in the preparation of witness lists and deposition schedules.
Key Guidelines for Interrogatories in Washington State
To maximize the effectiveness of interrogatories in Washington State, parties must adhere to specific guidelines:
Timeliness
Interrogatories must be served within the stipulated timeframes established by the Washington Civil Rules. Non-compliance may result in objections or the exclusion of sought-after information.
Relevance
Generally, questions posed in interrogatories may include “any matter, not privileged, which is relevant to the subject matter involved in the pending action.” SeeCR 26. Parties have the right to object to overly broad, unduly burdensome, or privileged information-seeking questions.
Format and Style
Clear, concise, and easily comprehensible questions are essential. Ambiguous or convoluted inquiries may lead to objections, potentially causing delays in the discovery process.
Comprehensive Responses
Responding parties are obligated to furnish complete and truthful answers. Failure to do so may result in sanctions, including adverse inferences or the exclusion of evidence.
CONCLUSION
Within the context of Washington State civil litigation, interrogatories are an indispensable discovery tool. They enable parties to improve their capacity for collecting crucial information, clarifying legal issues, and constructing a persuasive case. Adhering to the guidelines set forth by Washington State law ensures that the discovery process maintains fairness and transparency within adversarial legal proceedings. Given the intricacies involved in interrogatories and other discovery mechanisms, parties are encouraged to seek the counsel of seasoned legal professionals for effective navigation of the legal processes.
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Under Washington State law, what are “depositions” within the context of legal proceedings? Here’s my point of view.
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INTRODUCTION
Depositions play a pivotal role in the discovery process, allowing attorneys to gather crucial evidence, assess witness credibility, and develop their cases. Washington State is no exception to this legal practice, as it maintains its own rules and regulations governing depositions. In this article, I will delve into the essence of a Washington State deposition, its overarching objectives, and the fundamental elements that make it an indispensable instrument within the legal framework.
ESSENCE OF DEPOSITIONS
A deposition is a formal legal procedure that entails the sworn testimony of a witness or party to a lawsuit, conducted outside the confines of a courtroom. Typically, this testimony is acquired through a structured question-and-answer format, with a court reporter present to meticulously transcribe every word spoken during the proceedings. Depositions are usually orchestrated by attorneys from both sides of a case, serving as a means to unearth information, evaluate the veracity of witness statements, and document testimony for use in subsequent trial proceedings.
OBJECTIVES OF DEPOSITIONS IN WASHINGTON STATE
1. Discovery
The primary objective of a deposition is to facilitate the discovery of evidence. Attorneys employ depositions to gather pertinent information from witnesses or litigants that may prove instrumental to the case. This encompasses the collection of facts, identification of potential witnesses, and elucidation of the opposing party’s stance.
2. Testimonial Preservation
Depositions function as a safeguard for preserving witness testimony, ensuring its integrity and consistency for future reference in a courtroom setting. The deposition process mandates that witnesses provide sworn statements, thus preventing them from altering their account or providing contradictory testimony during trial.
3. Credibility Assessment
Depositions serve as an invaluable tool for scrutinizing witness credibility during trial proceedings. If a witness contradicts their deposition testimony while testifying in court, opposing counsel can employ the deposition transcript to challenge their veracity.
4. Settlement Facilitation
Depositions can also play a pivotal role in settlement negotiations. The insights derived from deposition testimony provide attorneys with a comprehensive understanding of the strengths and vulnerabilities of their case, which can, in turn, inform and facilitate settlement discussions.
ASPECTS OF A WASHINGTON STATE DEPOSITION
1. Notice
Conducting depositions in Washington State mandates meticulous notice to all relevant parties. This notice comprises critical information such as the deposition date, time, venue, and the identity of the intended deponent.
2. Conducting the Deposition
Typically, depositions are steered by attorneys who pose questions to the deponent. A court reporter is usually present to transcribe the proceedings verbatim, ensuring the faithful recording of testimony.
3. Oath and Affirmation
Prior to responding to questions, the deponent is administered an oath or affirmation to uphold the truth.
4. Objections
During depositions, it is not uncommon for attorneys to raise objections; however, deponents are generally obligated to answer the questions posed. Any objections raised can be revisited and resolved in a courtroom setting.
5. Transcription
A transcript of the deposition is meticulously prepared by the court reporter and made accessible to all involved parties. This transcript stands as the official record of the deposition and is admissible as evidence in court.
6. Utilization in Trial
Deposition transcripts hold utility in a courtroom context for various purposes, including witness impeachment, refreshing a witness’s recollection, or as substantive evidence.
CONCLUSION
Within the legal landscape of Washington State, depositions assume a critical role in the discovery process, enabling attorneys to glean essential information, evaluate witness credibility, and fortify their litigation strategies. A comprehensive understanding of the essence and nuances of Washington State depositions is imperative for legal practitioners and individuals embroiled in legal proceedings. This comprehension fosters transparency and equity within the legal system, upholding the sacrosanct principles of justice and the rule of law.
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Under Washington State laws, must a nonmoving party’s “self-serving” declarations be taken as true on summary judgment in a civil lawsuit? Here’s my point of view.
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SUMMARY JUDGMENT: CIVIL CASES
In my Washington State employment law practice (I only represent employee-plaintiffs), employer-defendants typically file motions for summary judgment against my clients. “Summary judgment is a judgment entered by a court for one party and against another party without a full trial.” See Summary Judgment, Cornell Law School: Legal Information Institute, https://www.law.cornell.edu/wex/summary_judgment (last visited August 3, 2023). “In civil cases, either party may make a pre-trial motion for summary judgment.” Id.
In Washington, “[s]ummary judgment is appropriate if a plaintiff fails to show sufficient evidence to establish a question of fact as to the existence of an element on which he or she will have the burden of proof at trial.” Mackey v. Home Depot USA, Inc., 12 Wn.App.2d 557, 569 (Div. 2 2020), review denied, 468 P.3d 616 (2020) (citing Lake Chelan Shores Homeowners Ass’n v. St. Paul Fire & Marine Ins. Co., 176 Wn.App. 168, 179, 313 P.3d 408 (2013)).
SELF-SERVING DECLARATIONS (WA STATE)
When defending against motions for summary judgment, my clients often file declarations that employers claim are “self-serving.” But “on summary judgment a nonmoving party’s declaration must be taken as true and can create a genuine issue of material fact even if it is ‘self-serving.'” Id. at 575 (citing Reagan v. Newton, 7 Wn.App.2d 781, 806, 436 P.3d 411, review denied, 193 Wn.2d 1030 (2019)) (emphasis added).
However, “[a] plaintiff cannot contradict unambiguous deposition testimony with a subsequent declaration.” Id. at 587, fn. 3 (citing Robinson v. Avis Rent A Car Sys., Inc., 106 Wn.App. 104, 121, 22 P.3d 818 (2001)).
CONCLUSION
Thus, under Washington State laws, I believe that a nonmoving party’s “self-serving” declaration must be taken as true on summary judgment of a civil lawsuit unless it contradicts unambiguous deposition testimony.
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Under Washington State law, what does the term “discovery” mean within the context of pre-trial legal proceedings? Here’s my point of view.
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Introduction: Discovery (WA State)
Discovery stands as an integral component of the legal process in Washington State, as it does across the United States. This phase precedes trial and entails the exchange of information and evidence between parties involved in a lawsuit. This article will explore what discovery means within the context of Washington State jurisprudence, its critical role, and the primary methods employed to unearth important information during this crucial phase.
Objectives of Discovery
Within the framework of Washington State jurisprudence, discovery signifies the formal mechanism by which parties embroiled in a legal dispute acquire and share information, evidence, and documents pertinent to the case. Its objectives are manifold:
1. Transparent Disclosure:
Discovery ensures that all parties possess access to the same information, fostering transparency and impartiality in litigation.
2. Preparation for Trial:
It allows legal representatives to compile evidence, evaluate the merits and drawbacks of their case, and strategize for the impending trial.
3. Facilitating Settlement Negotiations:
Information amassed during the discovery process can facilitate settlement discussions by enabling parties to assess potential trial outcomes.
Significance of Discovery
Discovery carries immense weight in the legal process of Washington State for several compelling reasons:
1. Equity and Fairness:
It ensures that all parties have an equal footing in accessing and presenting evidence, thereby upholding fairness in legal proceedings.
2. Operational Efficiency:
Discovery helps streamline litigation by focusing on the core issues in dispute and preventing last-minute surprises during trial.
3. Catalyzing Settlements:
The information garnered through discovery frequently prompts negotiated settlements, ultimately conserving time and resources for all involved parties.
4. Enhanced Trial Preparedness:
Attorneys can construct more robust cases by understanding the strengths and weaknesses inherent in their own arguments as well as those of their adversaries.
Primary Methods
Similar to most U.S. jurisdictions, Washington State employs various methods for conducting discovery. The following are some principal methods:
1. Interrogatories:
Interrogatories involve the submission of written questions from one party to another. The receiving party must respond in writing, under oath. This method serves to extract information and obtain admissions regarding the case.
2. Requests for Production of Documents:
Parties can request the submission of specific documents, such as contracts, emails, or medical records, relevant to the lawsuit. These documents must be provided for examination and copying.
3. Depositions:
Depositions comprise sworn testimonies given by parties or witnesses in the presence of a court reporter. The recorded testimony can serve as evidence during the trial. Depositions enable more comprehensive questioning and clarification of information.
4. Requests for Admission:
With Requests for Admission (RFAs), one party can seek to compel the opposing party to admit or deny specific factual statements or the authenticity of documents. These admissions can simplify trial matters by narrowing the points in dispute.
5. Subpoenas:
Subpoenas are legal orders that mandate third parties, such as banks, employers, or medical providers, to produce documents or testify at a deposition. They constitute a valuable means of accessing information held by non-parties.
Conclusion
In Washington State jurisprudence, discovery constitutes a pivotal facet of the legal process, empowering parties to acquire information and evidence indispensable for resolving their disputes. By fostering transparency, aiding in trial preparation, and facilitating potential settlements, discovery contributes to the impartial and efficient administration of justice within the state’s court system. A comprehensive comprehension of the diverse methods and the significance of discovery is indispensable for anyone navigating the intricate legal terrain in Washington State.
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Under Washington State law, what is the “after-acquired evidence doctrine” (hereinafter, “after-acquired evidence doctrine” or “Doctrine”) when applied to employment-discrimination law cases? Here’s my point of view.
(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)
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THE AFTER-ACQUIRED EVIDENCE DOCTRINE
In my plaintiff’s-side, employment-discrimination law practice, clients must occasionally address the after-acquired evidence doctrine. “The ‘after-acquired evidence’ doctrine precludes or limits an employee from receiving remedies for wrongful discharge if the employer later ‘discovers’ evidence of wrongdoing that would have led to the employee‘s termination had the employer known of the misconduct.” Lodis v. Corbis Holdings, Inc., 192 Wash.App. 30, 60, 366 P.3d 1246 (Wash. app. 2015), review denied, 185 Wash.2d 1038, 377 P.3d 744(Table) (Wash. 2016) (citing Rivera v. NIBCO, Inc., 364 F.3d 1057, 1070-71 (9th Cir. 2004) (quoting McKennon v. Nashville Banner Publ’g Co., 513 U.S. 352, 360-63, 115 S.Ct. 879, 130 L.Ed.2d 852 (1995)) (internal quotation marks omitted).
Under the Doctrine, “[a]n employer can avoid back pay and other remedies by coming forward with after-acquired evidence of an employee‘s misconduct, but only if it can prove by a preponderance of the evidence that the wrongdoing was of such severity that the employee in fact would have been terminated on those grounds alone if the employer had known of it at the time of the discharge.” Id. (citing McKennon, 513 U.S. at 362-63) (emphasis added); accord Janson v. N. Valley Hosp., 93 Wn.App. 892, 971 P.2d 67 (1999) (“adopting after-acquired evidence defense as articulated in McKennon“)).
CONCLUSION
If an employer discovers misconduct by a plaintiff-employee, then the after-acquired evidence doctrine can reduce that plaintiff’s lost-wage damages. Specifically, “An employer can reduce back pay damages and preclude front pay damages by demonstrating it would have terminated the employee if it had known of the employee’s misconduct at the time.” 6A Wash. Prac., Wash. Pattern Jury Instr. Civ. WPI 330.00 (7th ed.) (citing Lodis v. Corbis Holdings, Inc., 192 Wn.App. 30, 60, 366 P.3d 1246 (2015)).
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As an employment attorney in Washington, I often converse with employment discrimination victims that believe their cases are weak, because they lack direct evidence. They’re unaware that using circumstantial evidence to prove employment discrimination is a common litigation practice that can sometimes lead to successful outcomes.
Under the Washington Law Against Discrimination (WLAD), may an employment discrimination victim rely on circumstantial, indirect, and inferential evidence to prove employment discrimination? Here’s my point of view.
(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)
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THE WASHINGTON LAW AGAINST DISCRIMINATION (WLAD): UNFAIR PRACTICES OF EMPLOYERS
Under the WLAD, certain employers are prohibited from engaging in specific unfair practices in employment. The relevant law states as follows:
(1) To refuse to hire any person because of age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability, unless based upon a bona fide occupational qualification: PROVIDED, That the prohibition against discrimination because of such disability shall not apply if the particular disability prevents the proper performance of the particular worker involved: PROVIDED, That this section shall not be construed to require an employer to establish employment goals or quotas based on sexual orientation.
[DISCRIMINATE IN COMPENSATION OR IN OTHER TERMS/CONDITIONS OF EMPLOYMENT]
(3) To discriminate against any person in compensation or in other terms or conditions of employment because of age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability: PROVIDED, That it shall not be an unfair practice for an employer to segregate washrooms or locker facilities on the basis of sex, or to base other terms and conditions of employment on the sex of employees where the commission by regulation or ruling in a particular instance has found the employment practice to be appropriate for the practical realization of equality of opportunity between the sexes.
[STATEMENTS, ADVERTISEMENTS, PUBLICATIONS, APPLICATIONS FOR EMPLOYMENT, INQUIRIES IN CONNECTION WITH PROSPECTIVE EMPLOYMENT]
(4) To print, or circulate, or cause to be printed or circulated any statement, advertisement, or publication, or to use any form of application for employment, or to make any inquiry in connection with prospective employment, which expresses any limitation, specification, or discrimination as to age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability, or any intent to make any such limitation, specification, or discrimination, unless based upon a bona fide occupational qualification: PROVIDED, Nothing contained herein shall prohibit advertising in a foreign language.
“First, [under the burden-shifting framework,] an employee must make a prima facie case …[.]” Crabtree*, 500 P.3d at 211 (Wash. App. 2021) (citing Mikkelsen*, 189 Wash.2d at 527, 404 P.3d 464 (2017)) (hyperlinks added). “Where the employee establishes a prima facie case, a rebuttable presumption of discrimination exists. Id. at 211-12 (citing Mikkelsen*, 189 Wash.2d at 527, 404 P.3d 464).
STEP 2 – LEGITIMATE NONDISCRIMINATORY REASON
“Second, the burden shifts to the employer, who must articulate a legitimate, nondiscriminatory reason for the … [adverse employment action].” See id. at 212 (citingMikkelsen*, 189 Wash.2d at 527, 404 P.3d 464) (internal citation and quotation marks omitted) (hyperlink added). “The employer is not required to persuade the court that it actually was motivated by the nondiscriminatory reason, the employer need only show that the employer’s evidence, if taken as true would permit the conclusion that there was a nondiscriminatory reason.” Id. (citing Mikkelsen*, 189 Wash.2d at 533, 404 P.3d 464).
STEP 3 – PRETEXT
“Third, if the employer meets this burden, the employee must produce sufficient evidence showing that the employer’s alleged nondiscriminatory reason for the discharge was a pretext*.” Crabtree*, 500 P.3d at 212(citing Mikkelsen*, 189 Wash.2d at 527, 404 P.3d 464) (hyperlinks added).
Victims of discrimination in violation of the WLAD may seek generous remedies. “Any person deeming himself or herself injured by any act in violation of … [the Washington Law Against Discrimination] shall have a civil action in a court of competent jurisdiction to enjoin further violations, or to recover the actual damages sustained by the person, or both, together with the cost of suit including reasonable attorneys’ fees or any other appropriate remedy authorized by this chapter or the United States Civil Rights Act of 1964 as amended, or the Federal Fair Housing Amendments Act of 1988 (42 U.S.C. Sec. 3601 et seq.).” RCW 49.60.030(2).
CONCLUSION
Under the Washington Law Against Discrimination, I believe employment-discrimination plaintiffs may rely on circumstantial, indirect, and inferential evidence to prove employment discrimination. This is primarily because direct evidence of discriminatory intent is rare.
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Under the Washington Law Against Discrimination, how does one prove the “causal-link” element when pursuing a claim of unlawful retaliation? Here’s my point of view.
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UNLAWFUL RETALIATION (WASHINGTON LAW AGAINST DISCRIMINATION)
(3) a causal link between the employee’s protected activity and the adverse employment action.
Cornwell v. Microsoft Corp., 192 Wn.2d 403, 411, 430 P.3d 229 (2018) (internal citations omitted) (emphasis, paragraphs, and hyperlinks added).
*NOTE: The link will take the reader to our Williams Law Group Blog – an external website.
ELEMENT #3: PROVING THE CAUSAL LINK
“Ordinarily, proof of the employer’s motivation must be shown by circumstantial evidence because the employer is not apt to announce retaliation as his motive.” Kahn v. Salerno, 90 Wn. App. 110, 130-31, 951 P.2d 321, review denied, 136 Wn.2d 1016 (1998) (internal citations and quotation marks omitted). Accordingly, there are two typical methods of proving a causal link between the employee’s protected activity and the adverse employment action.
METHOD #1 (Proximity & Performance): “Proximity in time between the adverse action and the protected activity, coupled with evidence of satisfactory work performance and supervisory evaluations suggests an improper motive.” Id. (internal citations omitted).
METHOD #2 (Knowledge & Discharge): “[I]f the employee establishes that he or she participated in an opposition activity, the employer knew of the opposition activity, and he or she was discharged, then a rebuttable presumption is created in favor of the employee that precludes … [the court] from dismissing the employee’s case.” Id. (internal citation omitted).
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Under the Washington Law Against Discrimination (WLAD), how may a plaintiff establish the fourth element–imputing harassment to employer–when pursuing a claim of hostile work environment? Here’s my point of view.
(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)
It is also an unfair practice for an employer to retaliate (i.e., discharge, expel, or otherwise discriminate) against person because the person complained about any practices forbidden by the WLAD, or because the person has filed a charge, testified, or assisted in any proceeding under WLAD.
In Washington State, the terms “hostile work environment” and “harassment” are synonymous within the context of employment discrimination law. “To establish a prima facie hostile work environment claim, a plaintiff must show the following four elements:
Loeffelholz v. University of Washington, 175 Wn.2d 264, 275 (Wash. 2012) (internal citations and quotation marks omitted) (alteration in original) (emphasis and hyperlinks added); see alsoGlasgow v. Georgia-Pacific Corp., 103 Wn.2d 401, 406-07, 693 P.2d 708 (1985) (explaining what is required to establish a hostile work environment case) . This article will address the fourth element: that harassment can be imputed to the employer.
ELEMENT 4: IMPUTING HARASSMENT TO EMPLOYERS
In Glasgow v. Georgia-Pacific Corp., the Washington State Supreme Court explained how to impute harassment to employers, as follows:
[A. Owners, Managers, Partners or Corporate Officers:]
Where an owner, manager, partner or corporate officer personally participates in the harassment, this element is met by such proof.
[B. Supervisors or Co-Workers:]
To hold an employer responsible for the discriminatory work environment created by a plaintiff’s supervisor(s) or co-worker(s), the employee must show that the employer[:]
(a) authorized, knew, or should have known of the harassment and
(b) failed to take reasonably prompt and adequate corrective action.
This my be shown by proving[:]
(a) that complaints were made to the employer through higher managerial or supervisory personnel or by proving such a pervasiveness of … harassment [based on a protected class] at the work place as to create an inference of the employer’s knowledge or constructive knowledge of it and
(b) that the employer’s remedial action was not of such nature as to have been reasonable calculated to end the harassment. . . .
[C. Avoiding Liability:]
[A]n employer may ordinarily avoid liability by taking prompt and adequate corrective action when it learns that an employee is being . . . harassed [based on a protected class].
Id. at 407-08 (emphasis and paragraph formatting added) (last alteration in original).
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(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)
If the employer meets this burden, the plaintiff must then show a triable issue of material fact as to whether the defendant’s stated reason is mere pretext for unlawful discrimination. Hawn v. Exec. Jet Mgmt, Inc., 615 F.3d 1151, 1155 (9th Cir. 2010) (quotation marks omitted) (emphasis added). This last requirement is know as the prextext prong.
THE PRETEXT PRONG
Generally, to prove pretext under McDonnell Douglas, a plaintiff must show that the defendant’s articulated reasons
(1) had no basis in fact,
(2) were not really motivating factors for its decision,
(3) were not temporally connected to the adverse employment action, or
(4) were not motivating factors in employment decisions for other employees in the same circumstances.
Id. (internal citation omitted) (emphasis and paragraph formatting added). The fourth element allows a plaintiff to prove pretext by using comparison.
PROVING PRETEXT BY COMPARISON
Accordingly, to prove pretext by comparison in Washington State, a plaintiff must show that
Johnson v. Department of Social & Health Services, 907 P.2d 1223, 80 Wn.App. 212, 227 (Wash.App. Div. 2 1996) (referencing Hiatt v. Rockwell Int’l Corp., 26 F.3d 761, 770 (7th Cir.1994)) (paragraph formatting added).
Arguably, acts of comparable seriousness need not be violations of identical company disciplinary rules. See, e.g., Hiatt v. Rockwell Intern. Corp., 26 F.3d 761, 770 (7th Cir. 1994) (Court previously held that “acts of comparable seriousness need not be violations of identical company disciplinary rules”) (internal citation omitted). Plaintiffs are free to compare similar conduct, focusing more on the nature of the misconduct rather than on specific company rules. Id. (internal citation omitted).
OCCASIONAL LENIENCY NOT ENOUGH
However, plaintiffs may need to demonstrate more than occasional leniency toward other employees who had engaged in conduct of a similar nature. See id. at 771 (internal citation and quotation marks omitted). Ultimately, “incomplete or arbitrary comparisons reveal nothing concerning discrimination.” Id. (internal citations omitted).
If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.
(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)
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DISPARATE TREATMENT
Disparate treatment is a form of discrimination that “occurs when an employer treats some people less favorably than others because of race, color, religion, sex, or other protected status.” Alonso v. Qwest Communications Company, LLC, 178 Wn.App. 734, 743 (Div. 2 2013) (citing Hegwine v. Longview Fibre Co., 162 Wn.2d 340, 354 n. 7, 172 P.3d 688 (2007)) (hyperlink added).
“To establish a prima facie disparate treatment discrimination case, a plaintiff must show that his employer simply treats some people less favorably than others because of their protected status.” Id. (citing Johnson v. Dep’t of Soc. & Health Servs., 80 Wn.App. 212, 226, 907 P.2d 1223 (1996)) (hyperlink added).
THE PRIMA FACE CASE: 2 METHODS
“A plaintiff can establish a prima facie case by either[:]
[1.] offering direct evidence of an employer’s discriminatory intent, or …
Id. at 743-44 (citing Kastanis v. Educ. Emps. Credit Union, 122 Wn.2d 483, 491, 859 P.2d 26, 865 P.2d 507 (1993)) (emphasis and paragraph formatting added).
This article will address the direct evidence method.
THE DIRECT EVIDENCE METHOD
Under the direct evidence method, “a plaintiff can establish a prima facie case by providing direct evidence that[:]
(1) the defendant employer acted with a discriminatory motive and
(2) the discriminatory motivation was a significant or substantial factor in an employment decision.
Id. at 744 (citing Kastanis, 122 Wn.2d at 491) (paragraph formatting added).
CONSIDERATIONS
» EMPLOYER’S DISCRIMINATORY REMARKS GENERALLY CONSIDERED DIRECT EVIDENCE OF DISCRIMINATION: “We generally consider an employer’s discriminatory remarks to be direct evidence of discrimination.” Id. (referencing Johnson v. Express Rent & Own, Inc., 113 Wn.App. 858, 862-63, 56 P.3d 567 (2002) (“reversing summary judgment based on supervisor’s ageist comments that plaintiff did not fit company’s image of a youthful, fit, ‘GQ’ looking mold” )).
» SIGNIFICANT OR SUBSTANTIAL FACTOR IN AN EMPLOYMENT DECISION: ADVERSE EMPLOYMENT ACTION: “An adverse employment action involves a change in employment conditions that is more than an inconvenience or alteration of one’s job responsibilities, such as reducing an employee’s workload and pay.” Id. at 746 (citing Campbell v. State, 129 Wn.App. 10, 22, 118 P.3d 888 (2005), review denied, 157 Wn.2d 1002 (2006)).
Demotion, Adverse Transfer, and Hostile Work Environment: “A demotion or adverse transfer, or a hostile work environment, may also amount to an adverse employment action.” Id. (citing Kirby v. City of Tacoma, 124 Wn.App. 454, 465, 98 P.3d 827 (2004), review denied, 154 Wn.2d 1007 (2005)).
If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.
(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)
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FAILURE TO PROVIDE REASONABLE ACCOMMODATIONS (WA STATE)
AFFIRMATIVE DUTY TO ACCOMMODATE: Washington Law Against Discrimination (WLAD) “gives employers an affirmative duty to accommodate an employee‘s disability.” Mackey v. Home Depot USA, Inc., 12 Wn.App.2d 557, 586 (Div. 2 2020), review denied, 468 P.3d 616 (2020) (citing RCW 49.60.180(2); LaRose v. King County, 8 Wn.App.2d 90, 125, 437 P.3d 701 (2019)) (hyperlinks added).
SCOPE: “A reasonable accommodation must allow the employee to work in the environment and perform the essential functions of her job without substantially limiting symptoms.” Id. (citing Frisino v. Seattle Sch. Dist. No. 1, 160 Wn.App. 765, 777-78, 249 P.3d 1044 (2011)) (internal quotation marks omitted).
MULTIPLE METHODS OF ACCOMMODATION: “Where multiple potential methods of accommodation exist, the employer is entitled to select the appropriate method.” Id. (citing Frisino, 160 Wn.App. at 779).
THE PRIMA FACIE CASE (WA STATE)
“An employee claiming his or her employer failed to accommodate a disability must prove that[:]
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It is also an unfair practice for an employer to retaliate against an employee because the employee complained about job discrimination or assisted with a job discrimination investigation or lawsuit.
DISPARATE TREATMENT
Disparate treatment is a form of employment discrimination, and it occurs when an employer treats some people less favorably than others based on protected class.
Accordingly, to establish a prima facie disparate treatment discrimination case, a plaintiff must show that his employer simply treats some people less favorably than others because of their protected status. Alonso v. Qwest Commc’ns Co., LLC, 178 Wn.App. 734, 743, 315 P.3d 610 (Wash.App. Div. 2 2013) (citing Johnson v. Dep’t of Soc. & Health Servs., 80 Wn.App. 212, 226, 907 P.2d 1223 (1996)).
A plaintiff may establish a prima facie case by either offering direct evidence of an employer’s discriminatory intent, or by satisfying the McDonnell Douglas burden-shifting test that gives rise to an inference of discrimination. Id. at 743-44 (citing Kastanis v. Educ. Emps. Credit Union, 122 Wn.2d 483, 491, 859 P.2d 26, 865 P.2d 507 (1993)). This article solely addresses the direct evidence approach.
DIRECT EVIDENCE TEST
The plaintiff can establish a prima facie case under the direct evidence test by offering direct evidence of the following:
1. The defendant employer acted with a discriminatory motive; and
2. The discriminatory motivation was a significant or substantial factor in an employment decision.
Id. at 744 (citing Kastanis, 122 Wn.2d at 491).
SIGNIFICANT/SUBSTANTIAL FACTOR
The 2nd second element–discriminatory motivation was a significant or substantial factor in an employment decision–is at issue here. Stated differently, the plaintiff must establish that the discriminatory motive (1st element) was a significant or substantial factor in the subject employment decision. Obviously, employee-plaintiffs will be claiming that the subject employment decision was adverse to their interests.
However, an adverse employment action involves a change in employment conditions that is more than an inconvenience or alteration of one’s job responsibilities, such as reducing an employee’s workload and pay. Id. at 748 (citing Campbell v. State, 129 Wn.App. 10, 22, 118 P.3d 888 (2005), review denied, 157 Wn.2d 1002 (2006)).
A demotion or adverse transfer, or a hostile work environment, may amount to an adverse employment action. Id. at 746 (citing Kirby v. City of Tacoma, 124 Wn.App. 454, 465, 98 P.3d 827 (2004), review denied, 154 Wn.2d 1007 (2005)) (emphasis added).
CONCLUSION
An employee-plaintiff might be able to build a prima facie case of disparate treatment based on a hostile work environment. However, the prima facie case will be incomplete unless the employee-plaintiff is also able to establish the 1st element of the direct evidence test; this article only addresses the 2nd element.
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Under federal law, does a plaintiff’s claim of emotional distress place his/her mental condition in controversy for purposes of FRCP 35 exams? Here’s my point of view.
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THE GENERAL RULE
If a plaintiff objects to a FRCP 35 exam, the court has discretion to enter an order compelling examination only if the employer can establish:
(A) that a physical or mental condition of the person sought to be examined is “in controversy,” and
(B) that “good cause” exists.
See Houghton v. M & F Fishing, Inc., 198 F.R.D. 666, 667 (2001) (internal citations and quotation marks omitted).
Courts in jurisdictions throughout the country are divided on the issue as to whether a claim of emotional distress places the plaintiff’s mental condition at issue (in controversy). But the modern trend in courts is to increasingly find that it does not.
FRCP 35 EXAMS BASED ON EMOTIONAL DISTRESS: 9TH CIRCUIT
The general position of courts in the 9th Circuit appears to be that a claim for emotional distress damages, by itself, is not sufficient to place the plaintiff’s mental condition in controversy for purposes of FRCP 35(a). Ford v. Contra Costa County, 179 F.R.D. 579, 580 (N.D.Cal. 1998) (referencing, Turner v. Imperial Stores, 161 F.R.D. 89, 92-97 (S.D.Cal.1995) (thoroughly surveying the relevant case law, distinguishing several unconventional cases including Smedley v. Capps, Staples, Ward, hastings & Dodson, 820 F.Supp. 1227 (N.D.Cal.1993), and determining not to set Smedly, inter alia, as precedent)) (internal quotation marks omitted).
Instead, the trend for 9th Circuit courts is as follows:
[T]he movant must also demonstrate that (1) the plaintiff has pled a cause of action for intentional or negligent infliction of emotional distress; (2) the plaintiff has alleged a specific mental or psychiatric injury; (3) the plaintiff has pled a claim for unusually severe emotional distress; (4) the plaintiff plans to offer expert testimony to support a claim of emotional distress and/or (5) the plaintiff has conceded that his or her mental condition is ” in controversy” for purposes of FRCP 35(a).
Id. (internal citation omitted).
These courts have further found that a Plaintiff merely seeking damages in excess of a million dollars for humiliation, mental anguish, and emotional distress does not justify a request for a mental examination. Turner v. Imperial Stores, 161 F.R.D. at 97.
GARDEN VARIETY EMOTIONAL DISTRESS
Thus, for example, a plaintiff seeking “garden variety emotional distress” damages in excess of one million dollars, pursuant to claims solely under the Civil Rights Act of 1964, may argue that he/she is not subject to FRCP 35 examination, because his/her mental condition is not in controversy (provided he/she does not satisfy the additional above mentioned requirements set forth in Ford v. Contra Costa County, 179 F.R.D. at 580 (N.D.Cal. 1998), supra); but whoever asserts this type argument should be prepared to fight it out in Court — the defendant(s) will likely file a motion.
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Under Washington State law, may an employment discrimination plaintiff use favorable findings from a previous unemployment benefits appeal against the associated defendant employer, when pursuing a claim under Washington Law Against Discrimination (WLAD)? Here’s my point of view.
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A COMMON ISSUE
Occasionally, one of my employment discrimination clients will vigorously attempt to convince me that they received favorable findings against their employer during their unemployment benefits appeal conducted through the Washington State Office of Administrative Hearings; and that the findings will help them win their subsequent discrimination lawsuit under WLAD. Unfortunately, I usually have bad news for those clients.
Stated differently, the issue is whether findings made by an administrative law judge (ALJ) during a Washington State unemployment benefits appeal hearing may be admitted in a separate employment discrimination lawsuit outside the scope of Title 50 RCW between an individual and the individual’s present or prior employer?
WA STATE EMPLOYMENT SECURITY DEPARTMENT
The Washington State Employment Security Department (ESD) was created in 1939. Its mission is to “partner to connect employers and job seekers – supporting transitions to new jobs and empowering careers.”
If an individual applies for unemployment benefits through the ESD and is denied; then the individual can request an appeal. In that case, the ESD will forward the appeal to the Washington State Office of Administrative Hearings (OAH) which is not part of the ESD. The OAH will then assign an administrative law judge to hear the case.
TITLE 50 RCW
The Washington State laws relating to the ESD are contained in Title 50 RCW, and the relevant law states as follows:
Any finding, determination, conclusion, declaration, or final order made by the commissioner, or his or her representative or delegate, or by an appeal tribunal, administrative law judge, reviewing officer, or other agent of the department for the purposes of Title 50 RCW, shall not be conclusive, nor binding, nor admissible as evidence in any separate action outside the scope of Title 50 RCW between an individual and the individual’s present or prior employer before an arbitrator, court, or judge of this state or the United States, regardless of whether the prior action was between the same or related parties or involved the same facts or was reviewed pursuant to RCW 50.32.120.
RCW 50.32.097 (emphasis and hyperlink added).
CONCLUSION
Findings made by an administrative law judge during a Washington State unemployment benefits appeal hearing are generally not admissible in a subsequent WLAD employment discrimination lawsuit (before an arbitrator, court, or judge) outside the scope of Title 50 RCW between the employee and the employee’s present or prior employer.
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Under Section 1983, may an individual bring a civil rights lawsuit against a city based upon allegations that the city engaged in an illegal custom — even if the custom was not officially established? Here’s my point of view.
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UNOFFICIAL GOVERNMENTAL CUSTOM
Local governmental entities may be sued under Section 1983 for “constitutional deprivations visited pursuant to governmental ‘custom,’ even though such a custom has not received formal approval through the entity’s official decisionmaking channels.” City of St. Louis v. Praprotnik, 485 U.S. 112, 121, 108 S. Ct. 915, 99 L. Ed. 2d 107, 14 Fed. R. Serv. 3d 412 (1988) (internal citations omitted).
“Showing a longstanding practice or custom which constitutes the standard operating procedure of the local government entity is one way to establish municipal liability.” Ulrich v. City and County of San Francisco, 308 F.3d 968, 984 (9th Cir. 2002) (internal citations and quotation marks omitted).
EXAMPLE: CHEW v. GATES
In Chew v. Gates, 27 F.3d 1432 (9th Cir. 1994) a police officer turned a police dog loose on Chew and it assaulted Chew directly causing injury; the city argued that the unofficial policy of using dogs to apprehend suspects was attributable only to the non-policymaking officers responsible for training the canine units and not the police chief or commission — policymaking officials.
The court found that “[a] city could not escape liability for the consequences of established and ongoing departmental policy regarding the use of force simply by permitting such basic policy decisions to be made by lower level officials who are not ordinarily considered policymakers.” Id. at 1445.
Furthermore, the court found that “if the city in fact permitted departmental policy regarding the use of canine force to be designed and implemented at lower levels of the department, a jury could, and should, nevertheless find that the policy constituted an established municipal ‘custom or usage’ regarding the use of police dogs for which the city is responsible.” Id. (referencing City of St. Louis, 485 U.S. at 127)
Thus, the court held that the city acted under color of law in injuring Chew.
CONCLUSION
Under § 1983, I believe an individual may bring a civil rights lawsuit against a city based upon allegations that the city engaged in an unofficial illegal custom.
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Under Washington State laws, what is the definition of a prima facie case? Here’s my point of view.
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THE DICTIONARY
The term “prima facie” means “at first sight; on first appearance but subject to further evidence or information.” Black’s Law Dictionary 1228 (8th ed. 2004).
A “prima facie case” means: “1. The establishment of a legally required rebuttable presumption … [; or] 2. A party’s production of enough evidence to allow the fact-trier to infer the fact at issue and rule in the party’s favor.” Id.
THE CASE LAW
The Washington State Supreme Court has declared, “* * * A ‘prima facie case’ is one where the evidence is sufficient to justify, but not to compel, an inference of liability, or, in other words, evidence to be weighed, but not necessarily to be accepted by a jury or other trier of fact.” Nopson v. City of Seattle, 33 Wn.2d 772, 812, 207 P.2d 674 (1949) (citing McCoy v. Courtney, 25 Wash.2d 956, 962, 172 P.2d 596, 600, 170 A.L.R. 603).
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