Once an employee puts forth a prima facie case of disability discrimination,the burden shifts to:

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First set forth by the U.S. Supreme Court in McDonnell Douglas Corp. v. Green, the burden-shifting analysis provides that once the employee meets her or his requirements for establishing a prima facie case of disability discrimination, the employer has the opportunity to establish a legitimate non-discriminatory reason (LNDR) for the employment action. Once the employer meets that requirement, the analysis shifts back to the employee, who has the right to establish that the non-discriminatory reason was merely a pretext for discrimination.

Once an Employee Puts Forth a Prima Facie Case of Disability