| http://www.w3.org/ns/prov#value | - Under Letterkenny, the GC has, at all times, the overall burden of establishing by a preponderance of the evidence that: (1) the employee against whom the discriminatory action was taken was engaged in protected activity; and (2) such activity was a motivating factor in the treatment of the employee in connection with hiring, tenure, or other conditions of employment.
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