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3016 The continuing violation doctrine does not make an action for employment discrimination timely if it is based on events that occurred outside the statutory limitations period unless they are they are part of a continuing company-wide system of discrimination; if a plaintiff in an action for retaliatory employment discrimination relies on circumstantial evidence to make out a prima facie case, once the defendant offers a legitimate reason for the employment decision, the only way plaintiff can avoid summary judgment is by showing that the reason offered is a pretext for discrimination.CitationMORGAN v REGENTS (Grievance Retaliation) 88 CA4 52 [See: GovC 12960; Accardi v Superior Court 17 CA4 341, T/AT 9/93; Denney v Universal 10 CA4 1226, T/AT 3/94; Romano v Rockwell 14 C4 479, T/AT 1/97; McDonnell Douglas v Green 411 US 792; Hersant v Dep&Mac226;t 57 CA4 997, T/AT 10/97; Guthrey v State 63 CA4 1108, T/AT 6/98; Richards v CH2M (RevGrtd) 79 CA4 570, T/AT 5/00]
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