Gross v. FBL Financial Services, Inc.

Gross v. FBL Financial Services

Argued March 31, 2009
Decided June 18, 2009
Full case name Jack Gross, Petitioner v. FBL Financial Services, Inc.
Docket nos. 08-441
Citations

557 U.S. 167 (more)

Holding
A plaintiff must prove, by preponderance of evidence, that age was the "but for" cause of the adverse employment action.
Court membership
Chief Justice
John G. Roberts
Case opinions
Majority Thomas, joined by Roberts, Scalia, Kennedy, Alito
Dissent Stevens, joined by Souter, Ginsburg, Breyer
Dissent Breyer, joined by Souter, Ginsburg
Laws applied
Age Discrimination in Employment Act (ADEA), 42 U.S.C. § 2000e-2

Gross v. FBL Financial Services, Inc., 557 U.S. 167 (2009), was a case decided by the Supreme Court of the United States in 2009, involving the standard of proof required for a claim under the Age Discrimination in Employment Act (ADEA).

Jack Gross, an employee of FBL Financial Services, Inc., was transferred to another position and a former subordinate took on many of Gross' old responsibilities. They both received the same compensation, but Gross believed his reassignment was a demotion. Gross brought suit against FBL in April 2004 in District Court, claiming ADEA violations. The court found in his favor and awarded him $46,945 in lost compensation. The United States Court of Appeals for the Eighth Circuit reversed the decision. The Supreme Court affirmed that reversal, finding that a plaintiff must prove by preponderance of evidence, that age was the "but for" cause of the adverse employment action.

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