1301 (D.C.1994)). And under Title VII, when a policy is “discriminatory on its face,” the defendant’s motive is irrelevant. Trans World Airlines, Inc. v. Thurston, 469 U.S. 111, 121, 105 S.Ct. 613, 83 L.Ed.2d 523 (1985); see Automobile Workers v. Johnson Controls, Inc., 499 U.S. 187, 199, 111 S.Ct. 1196, 113 L.Ed.2d 158 (1991) (“[T]he absence of a malevolent motive does not convert a facially discriminatory policy into a neutral policy with a discriminatory effect. Whether an employment practice involves disparate treatment through explicit facial discrimination does not depend on why the employer discriminates but rather on the explicit terms of the discrimination.”); see also Los Angeles Dep’t of Water & Power v. Manhart, 435 U.S. 702, 716-17, 98 S.Ct. 1370, 55 L.Ed.2d 657 (1978) (<HOLDING>). Since September 2004, BSA has refused to
holding that individual employees are not liable under title vii holding employers admitted policy discriminatory on its face holding that insurance plan that provided less extensive pregnancy benefits to married male employees than to married female employees discriminated against males in violation of title vii holding that an employers policy requiring female employees to make larger pension fund contributions than male employees was discriminatory on its face in violation of title vii holding individual employees may be liable under title vii