1. Is the McDonnell Douglas framework applicable to mixed motive discrimination cases, and if so, how are the three stages of that framework to be formulated?

2. In a mixed motive case, may an employer prevail on summary judgment by showing that there is no genuine issue of material fact that it would have taken the same adverse action regardless of discriminatory intent, and if so, how does the burden of production and persuasion shift between plaintiff and defendant under McDonnell Douglas?

Is the McDonnell Douglas framework applicable to mixed motive discrimination cases, and if so, how are the three stages of that framework to be formulated?