{"id":41,"count":1,"description":"

\"Court<\/p>\r\n\r\n

DISPARATE IMPACT<\/h3>\r\nTo prove a \u201cdisparate impact\u201d from discrimination upon a person or group of persons, a plaintiff must show that an employment practice, which was facially neutral, resulted in discrimination against persons because of their age, sex or other improper distinction. E-Z Loader Boat Trailers, Inc. v. Travelers Indem. Co.<\/em>, 106 Wn.2d 901, 909, 726 P.2d 439 (Wash. 1986) (citing Griggs v. Duke Power Co.<\/em>, 401 U.S. 424, 91 S.Ct. 849, 28 L.Ed.2d 158 (1971)) (internal citations omitted).\r\n

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EXAMPLE: KUMAR v. GATE GOURMET, INC.<\/h3>\r\nFor example, in Kumar v. Gate Gourmet, Inc.<\/em>, 180 Wn.2d 481, 325 P.3d 193 (Wash. 2014), an employer\u2019s meal policy that was based on security concerns barred employees from bringing in their own food for lunch; and it required employees to eat only employer-provided food.\r\n\r\nHowever, the policy forced a group of plaintiff-employees to either work without food or eat food that violated their religious beliefs (a protected class).\r\n\r\nThe plaintiffs subsequently filed suit and alleged that the employer maintained a facially neutral meal policy that fell more harshly on those within a protected class; and the court found a viable claim of disparate impact discrimination\u2013reversing the trial court\u2019s previous dismissal and remanding the case for further proceeding consistent with the opinion.\r\n

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