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Gross v. FBL Financial Services, Inc.
''Gross v. FBL Financial Services, Inc.'', , 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.
== References ==
* (Text of the decision )
* (Keep Young and Beautiful — Especially At Work )
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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