105 (2000); Wal-Mart Stores, Inc. v. Canchola, 121 S.W.3d 735, 739 (Tex. 2003). Thus, it is typically applied in the context of a summary judgment motion. See e.g., Dias v. Goodman Manufacturing Company, L.P., 214 S.W.3d 672, 676-77 (Tex.App.-Houston [14th Dist.] 2007, pet. denied) (applying McDonnell Douglas framework in a retaliation case where summary judgment granted in favor of employer). Under this framework, the plaintiff must first establish a prima facie case of discrimination or retaliation. McDonnell Douglas, 411 U.S. at 802, 93 S.Ct. at 1824; Quantum, 47 S.W.3d at 477; Dias v. Goodman Manufacturing Company, L.P., 214 S.W.3d 672, 676 (Tex.App.-Houston [14th Dist.] 2007, pet. denied); Herbert v. City of Forest Hill, 189 S.W.3d 369, 377 (Tex.App.-Fort Worth 2006, no pet.) (<HOLDING>). The precise elements of this showing will
holding that adea and phra claims proceed under the mcdonnell douglas framework holding that the mcdonnell douglas framework applies equally to ada and rehabilitation act cases holding that mcdonnell douglas burdenshifting approach applies to claims brought under the adea holding that the mcdonnell douglas burdenshifting framework applies to retaliation claims in the same manner as to discrimination claims holding that the threestep mcdonnell douglas burdenshifting analysis applies to  1983 claims