Alice Chen, Complainant, v. John E. Potter, Postmaster General, United States Postal Service, Agency.

10 Cited authorities

Reeves v. Sanderson Plumbing Prods., Inc.
530 U.S. 133 (2000) Cited 21,528 times 22 Legal Analyses
Holding that a "trier of fact can reasonably infer from the falsity of the explanation that the employer is dissembling to cover up a discriminatory purpose"
McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 53,203 times 96 Legal Analyses
Holding in employment discrimination case that statistical evidence of employer's general policy and practice may be relevant circumstantial evidence of discriminatory intent behind individual employment decision
St. Mary's Honor Ctr. v. Hicks
509 U.S. 502 (1993) Cited 12,388 times 8 Legal Analyses
Holding that a trier of fact may infer discrimination upon rejecting an employer's proffered reason for termination
Tex. Dept. of Cmty. Affairs v. Burdine
450 U.S. 248 (1981) Cited 20,200 times 9 Legal Analyses
Holding in the Title VII context that the plaintiff's prima facie case creates "a legally mandatory, rebuttable presumption" that shifts the burden of proof to the employer, and "if the employer is silent in the face of the presumption, the court must enter judgment for the plaintiff"
U.S. Postal Service Bd. of Govs. v. Aikens
460 U.S. 711 (1983) Cited 2,419 times 5 Legal Analyses
Holding that because "[t]here will seldom be `eyewitness' testimony to the employer's mental process," evidence of the employer's discriminatory attitude in general is relevant and admissible to prove discrimination
Furnco Construction Corp. v. Waters
438 U.S. 567 (1978) Cited 2,179 times 4 Legal Analyses
Holding that a district court was "entitled to consider the racial mix of the work force when trying to make the determination as to motivation" in the employment discrimination context
Ash v. Tyson Foods
546 U.S. 454 (2006) Cited 709 times 7 Legal Analyses
Holding that decisionmaker’s alleged use of term "boy" to refer to African-American employees was evidence of discriminatory animus
Aka v. Washington Hospital Center
156 F.3d 1284 (D.C. Cir. 1998) Cited 1,159 times 8 Legal Analyses
Holding that "a plaintiff's discrediting of an employer's stated reason for its employment decision is entitled to considerable weight"
Cooper v. Southern Co.
390 F.3d 695 (11th Cir. 2004) Cited 887 times 1 Legal Analyses
Holding that an employee's conclusory testimony based on her subjective belief could not preclude summary judgment against her
Raad v. Fairbanks N. Star Borough Sch. Dist.
323 F.3d 1185 (9th Cir. 2003) Cited 516 times 1 Legal Analyses
Holding that qualifications evidence standing alone may establish pretext where the plaintiff's qualifications are "`clearly superior'" to those of the selected job applicant

Alice Chen, Complainant, v. John E. Potter, Postmaster General, United States Postal Service, Agency.

10 Cited authorities

Holding that a "trier of fact can reasonably infer from the falsity of the explanation that the employer is dissembling to cover up a discriminatory purpose"

Holding in employment discrimination case that statistical evidence of employer's general policy and practice may be relevant circumstantial evidence of discriminatory intent behind individual employment decision

Holding that a trier of fact may infer discrimination upon rejecting an employer's proffered reason for termination

Holding in the Title VII context that the plaintiff's prima facie case creates "a legally mandatory, rebuttable presumption" that shifts the burden of proof to the employer, and "if the employer is silent in the face of the presumption, the court must enter judgment for the plaintiff"

Holding that because "[t]here will seldom be `eyewitness' testimony to the employer's mental process," evidence of the employer's discriminatory attitude in general is relevant and admissible to prove discrimination

Holding that a district court was "entitled to consider the racial mix of the work force when trying to make the determination as to motivation" in the employment discrimination context

Holding that decisionmaker’s alleged use of term "boy" to refer to African-American employees was evidence of discriminatory animus

Holding that "a plaintiff's discrediting of an employer's stated reason for its employment decision is entitled to considerable weight"

Holding that an employee's conclusory testimony based on her subjective belief could not preclude summary judgment against her

Holding that qualifications evidence standing alone may establish pretext where the plaintiff's qualifications are "`clearly superior'" to those of the selected job applicant