Earlier this month, the U.S. Supreme Court ruled that the “cat’s paw” theory of employment discrimination — that an employer can be liable for the discriminatory animus of an employee who influences, but does not make, an ultimate employment decision — applies to claims brought under the Uniformed Services Employment and Reemployment Rights Act (USERRA), the law that protects individuals called to military service during their private employment. In a unanimous decision, the Court held that
“if a supervisor performs an act motivated by anti-military animus that is intended by the supervisor to cause an adverse employment action, and if that act is a proximate cause of the ultimate employment action, then the employer is liable under USERRA.”