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3039 In an action under FEHA for employment discrimination, after the employer has offered evidence of a legitimate non-discriminatory reason for the adverse employment decision, the employee can not avoid summary judgment merely by showing that the proffered reason was pretextual, but must show that it was a pretext for unlawful discrimination.CitationSLATKIN v UNIVERSITY OF REDLANDS (Tenure) 88 CA4 1147 [See: GovC 12900 etseq; Guz v Bechtel 24 C4 317, T/AT 11/00; McDonnell Douglas v Green 411 US 792]
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