Beverly Clayton, Complainant, v. William J. Henderson, Postmaster General, United States Postal Service, (Allegheny/Mid-Atlantic Region), Agency.

10 Cited authorities

McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 52,419 times 95 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
Harris v. Forklift Sys., Inc.
510 U.S. 17 (1993) Cited 12,387 times 23 Legal Analyses
Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"
Tex. Dept. of Cmty. Affairs v. Burdine
450 U.S. 248 (1981) Cited 19,997 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"
Prewitt v. United States Postal Service
662 F.2d 292 (5th Cir. 1981) Cited 292 times
Concluding in a Rehabilitation Act case involving employment discrimination that the employer has the burden of persuasion on the issue of reasonable accommodation
Hochstadt v. Worcester Foundation for Experimental Biology
545 F.2d 222 (1st Cir. 1976) Cited 248 times 3 Legal Analyses
Holding that, in balancing the scope of reasonable opposition conduct, "[t]he requirements of the job and the tolerable limits of conduct in a particular setting must be explored"
McKinney v. Dole
765 F.2d 1129 (D.C. Cir. 1985) Cited 143 times
Holding that sexual harassment, to be illegal, "need not take the form of sexual advances or of other incidents with clearly sexual overtones"
Mazzella v. RCA Global Communications, Inc.
642 F. Supp. 1531 (S.D.N.Y. 1986) Cited 126 times
Holding that "testimony concerning the complaints [the witnesses] received about [the plaintiff's] work performance were properly admitted at trial as nonhearsay evidence" because they were presented "for the purpose of proving that [the witnesses] had received these complaints"
Smith v. Monsanto Chemical Co.
770 F.2d 719 (8th Cir. 1985) Cited 96 times
Finding much stronger comparative evidence insufficient as a matter of law
Hochstadt v. Worcester Foundation, Etc.
425 F. Supp. 318 (D. Mass. 1976) Cited 87 times
Holding that discharge six months after EEOC settlement and a month after an informal complaint satisfies causation requirement
Potter v. Goodwill Industries of Cleveland
518 F.2d 864 (6th Cir. 1975) Cited 46 times
In Potter v. Goodwill Industries of Cleveland, 518 F.2d 864 (6th Cir. 1975), a case involving a claim of racially discriminatory dismissal and conditions of employment, this Court reiterated the McDonnell Douglas prima facie standard.

Beverly Clayton, Complainant, v. William J. Henderson, Postmaster General, United States Postal Service, (Allegheny/Mid-Atlantic Region), Agency.

10 Cited authorities

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 "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"

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"

Concluding in a Rehabilitation Act case involving employment discrimination that the employer has the burden of persuasion on the issue of reasonable accommodation

Holding that, in balancing the scope of reasonable opposition conduct, "[t]he requirements of the job and the tolerable limits of conduct in a particular setting must be explored"

Holding that sexual harassment, to be illegal, "need not take the form of sexual advances or of other incidents with clearly sexual overtones"

Holding that "testimony concerning the complaints [the witnesses] received about [the plaintiff's] work performance were properly admitted at trial as nonhearsay evidence" because they were presented "for the purpose of proving that [the witnesses] had received these complaints"

Finding much stronger comparative evidence insufficient as a matter of law

Holding that discharge six months after EEOC settlement and a month after an informal complaint satisfies causation requirement

In Potter v. Goodwill Industries of Cleveland, 518 F.2d 864 (6th Cir. 1975), a case involving a claim of racially discriminatory dismissal and conditions of employment, this Court reiterated the McDonnell Douglas prima facie standard.