Samantha L. Coleman v. Schneider Electric USA, Inc.

Has the McDonnell Douglas framework for determining workplace discrimination been fatally undermined and petitioner’s right to a jury trial denied when both courts below decide every triable fact issue underlying petitioner’s Title VII race, gender and retaliation claims, refusing to give her proof the probative force it deserves on summary judgment?

Should the Court revisit the standards for disposing of summary judgment motions in employee discrimination cases in order to prevent lower courts from weighing the evidence in piecemeal fashion instead of in its totality, making credibility determinations, finding facts and imposing on Title VII plaintiffs a more onerous burden of proof than the McDonnell Douglas framework demands?