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The 'Cat's Paw' Doctrine in the Second Circuit

BY Frances K. Browne
August 30, 2012

Current business management theory champions a collaborative and open work environment in which employees are empowered to share viewpoints about everything from product development to the performance of co-workers. Organizations as large as Facebook (where even Mark Zuckerberg does not have an office) and as modest as the corner coffee shop have recognized the benefits of encouraging employees to trade strategies and arrive at shared decisions. However, collaborative decision-making can have unintended legal consequences. Courts have found that if employees with supervisory responsibilities are motivated by discriminatory animus, and employers innocently rely on their recommendations, then a discrimination claim may lie against the employer.

The 'Cat's Paw Doctrine

Imputing liability to an employer that relies on input from a biased employee is known as the “cat's paw” theory of liability. The name originates from Aesop's fable of the foolish cat and the clever monkey. The monkey, through flattery, tricks the cat into pulling roasted chestnuts from a fireplace. As the cat takes the chestnuts from the fire, the monkey eats them, leaving the cat with a burned paw and the monkey with a full stomach. One moral of the story is to beware of those with ulterior motives, and the term “cat's paw” now commonly refers to someone who is being used as a pawn by another. In the employment law context, an employer that takes the word of a prejudiced supervisor may end up getting burned.

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