§

Diane Kirkman, Complainant, v. William J. Henderson, Postmaster General, United States Postal Service Agency.

01974574 (E.E.O.C. Feb. 29, 2000)
Diane Kirkman, Complainant, v. William J. Henderson, Postmaster General, United States Postal Service Agency.

8 Cited authorities

  1. McDonnell Douglas Corp. v. Green

    411 U.S. 792 (1973)   Cited 53,600 times   98 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

  2. U.S. Postal Service Bd. of Govs. v. Aikens

    460 U.S. 711 (1983)   Cited 2,426 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

  3. Loeb v. Textron, Inc.

    600 F.2d 1003 (1st Cir. 1979)   Cited 721 times
    Denying any such requirement

  4. Burrus v. United Telephone Co. of Kan., Inc.

    683 F.2d 339 (10th Cir. 1982)   Cited 405 times
    Holding that three years between the protected activity and the adverse employment action was too long to establish the third element

  5. Mitchell v. Baldrige

    759 F.2d 80 (D.C. Cir. 1985)   Cited 361 times
    Holding that it is defendant's burden to produce "evidence of selectees' superior qualifications," which plaintiff need not anticipate and rebut in establishing his prima facie case

  6. Prewitt v. United States Postal Service

    662 F.2d 292 (5th Cir. 1981)   Cited 294 times
    Concluding in a Rehabilitation Act case involving employment discrimination that the employer has the burden of persuasion on the issue of reasonable accommodation

  7. Hochstadt v. Worcester Foundation for Experimental Biology

    545 F.2d 222 (1st Cir. 1976)   Cited 249 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"

  8. 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