Harold Black, Complainant, v. John E. Potter, Postmaster General, United States Postal Service, Agency.

7 Cited authorities

Anderson v. Liberty Lobby, Inc.
477 U.S. 242 (1986) Cited 243,773 times 39 Legal Analyses
Holding that summary judgment is appropriate when the evidence is "so one-sided that one party must prevail as a matter of law"
Celotex Corp. v. Catrett
477 U.S. 317 (1986) Cited 222,793 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"
McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 53,702 times 100 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
U.S. Postal Service Bd. of Govs. v. Aikens
460 U.S. 711 (1983) Cited 2,428 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 2,190 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
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
Redman v. Warrener
516 F.2d 766 (1st Cir. 1975) Cited 16 times
In Redman v. Warrener, 516 F.2d 766, 768 (1st Cir. 1975), we admonished: "Summary judgment is not to be turned into a trial by affidavit."

Harold Black, Complainant, v. John E. Potter, Postmaster General, United States Postal Service, Agency.

7 Cited authorities

Anderson v. Liberty Lobby, Inc.

Holding that summary judgment is appropriate when the evidence is "so one-sided that one party must prevail as a matter of law"

Celotex Corp. v. Catrett

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"

McDonnell Douglas Corp. v. Green

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

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

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

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

Oliver v. Digital Equipment Corp.

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

Redman v. Warrener

In Redman v. Warrener, 516 F.2d 766, 768 (1st Cir. 1975), we admonished: "Summary judgment is not to be turned into a trial by affidavit."