1. After a plaintiff has established a prima facie case under the McDonnell Douglas standard:

• the burden of proof remains with the employee.

• the employer must prove misconduct.

• the burden of proof shifts to the employer.

• the employee must also provide a pretextual reason.

• the employer is automatically found liable under Title VII.

2. Once a plaintiff has established a prima facie case of disparate treatment:

• the burden of proof remains with the employee.

• the employer is automatically found liable under Title VII.

• the employer must prove misconduct.

• the employee must also provide a pretextual reason.

• the burden of proof shifts to the employer.