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Complainant v. Jeh Johnson, Secretary, Department of Homeland Security (Immigration and Customs Enforcement), Agency.

0120150264 (E.E.O.C. May. 22, 2015)
Complainant v. Jeh Johnson, Secretary, Department of Homeland Security (Immigration and Customs Enforcement), Agency.

12 Cited authorities

  1. Anderson v. Liberty Lobby, Inc.

    477 U.S. 242 (1986)   Cited 241,208 times   39 Legal Analyses
    Holding that summary judgment is not appropriate if "the dispute about a material fact is ‘genuine,’ that is, if the evidence is such that a reasonable jury could return a verdict for the nonmoving party"

  2. Celotex Corp. v. Catrett

    477 U.S. 317 (1986)   Cited 220,608 times   41 Legal Analyses
    Holding that a movant's summary judgment motion should be granted "against a [nonmovant] who fails to make a showing sufficient to establish the existence of an element essential to that party's case, and on which that party will bear the burden of proof at trial"

  3. McDonnell Douglas Corp. v. Green

    411 U.S. 792 (1973)   Cited 53,194 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

  4. Tex. Dept. of Cmty. Affairs v. Burdine

    450 U.S. 248 (1981)   Cited 20,198 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"

  5. Young v. United Parcel Serv., Inc.

    574 U.S. 972 (2015)   Cited 627 times   41 Legal Analyses
    Holding that claims under the PDA follow the McDonnell Douglas framework

  6. Trans World Airlines, Inc. v. Hardison

    432 U.S. 63 (1977)   Cited 794 times   62 Legal Analyses
    Holding that to leave the employershort-handed would involve costs to the employer “in the form of lost efficiency”

  7. Ansonia Bd. of Educ. v. Philbrook

    479 U.S. 60 (1986)   Cited 464 times   5 Legal Analyses
    Holding an accommodation is reasonable where it "allow the individual to observe fully religious holy days and requires him only to give up compensation for a day that he did not in fact work"

  8. Oliver v. Digital Equipment Corp.

    846 F.2d 103 (1st Cir. 1988)   Cited 413 times
    Holding that discharge over two and one half years after employee filed EEOC complaint was insufficient showing of retaliation to avoid summary judgment for employer

  9. Tiano v. Dillard Dep't Stores, Inc.

    139 F.3d 679 (9th Cir. 1998)   Cited 137 times   2 Legal Analyses
    Holding that the employee's religious belief-that she "had a calling from God" to take a pilgrimage to Medjugorje, Yugoslavia in October-was not in conflict with Dillard's "no-leave policy" for October through December because "the timing of the trip was a personal preference and not part of her calling"

  10. Heller v. EBB Auto Co.

    8 F.3d 1433 (9th Cir. 1993)   Cited 140 times   4 Legal Analyses
    Holding that the plaintiff established the second element of his prima facie case for failure to accommodate his “religious practice of attending the ceremony in which his wife and children were converted to Judaism,” where the plaintiff's supervisor “knew” that he was Jewish, “knew” that his “wife was studying for conversion,” and “when [the plaintiff] requested the time off, he informed the [supervisor] why he needed to miss work”