Jane C. Morgan, Complainant, v. John H. Dalton, Secretary, Department of the Navy, Agency.

12 Cited authorities

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
Meritor Sav. Bank v. Vinson
477 U.S. 57 (1986) Cited 6,637 times 18 Legal Analyses
Holding that sexual harassment may be actionable under Title VII as discrimination on the basis of sex if it is sufficiently severe and pervasive
Sutton v. United Air Lines, Inc.
527 U.S. 471 (1999) Cited 2,911 times 12 Legal Analyses
Holding that " person whose physical or mental impairment is corrected by medication or other measures does not have an impairment that presently 'substantially limits' a major life activity."
Murphy v. United Parcel Service, Inc.
527 U.S. 516 (1999) Cited 505 times 5 Legal Analyses
Holding that the "determination of [a person's] disability is made with reference to the mitigating measures he employs."
Henson v. City of Dundee
682 F.2d 897 (11th Cir. 1982) Cited 984 times 1 Legal Analyses
Holding that where a supervisor makes sexual overtures to employees of both genders, or where the conduct is equally offensive to male and female workers, the conduct may be actionable under state law, but it is not actionable as harassment under Title VII because men and women are accorded like treatment
Jones v. Flagship Intern
793 F.2d 714 (5th Cir. 1986) Cited 483 times
Holding that a termination decision is not pretextual if the employer "had reasonable grounds [for the decision], or in good faith thought it did"
Bundy v. Jackson
641 F.2d 934 (D.C. Cir. 1981) Cited 405 times
Holding that where a plaintiff alleges that she was denied an increase in pay and grade, the relevant inquiry is whether a similarly-situated person outside the plaintiff's protected class requested and received the same kind of promotion or increase under similar circumstances
Johnson v. Bunny Bread Co.
646 F.2d 1250 (8th Cir. 1981) Cited 336 times
Holding racial comments that are merely part of casual conversation or are sporadic do not trigger Title VII's sanctions
Katz v. Dole
709 F.2d 251 (4th Cir. 1983) Cited 311 times 1 Legal Analyses
Holding that sexual harassment includes the use of "extremely vulgar and offensive sexually related epithets addressed to and employed about [plaintiff]"
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"

Jane C. Morgan, Complainant, v. John H. Dalton, Secretary, Department of the Navy, Agency.

12 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 sexual harassment may be actionable under Title VII as discrimination on the basis of sex if it is sufficiently severe and pervasive

Holding that " person whose physical or mental impairment is corrected by medication or other measures does not have an impairment that presently 'substantially limits' a major life activity."

Holding that the "determination of [a person's] disability is made with reference to the mitigating measures he employs."

Holding that a termination decision is not pretextual if the employer "had reasonable grounds [for the decision], or in good faith thought it did"

Holding that where a plaintiff alleges that she was denied an increase in pay and grade, the relevant inquiry is whether a similarly-situated person outside the plaintiff's protected class requested and received the same kind of promotion or increase under similar circumstances

Holding racial comments that are merely part of casual conversation or are sporadic do not trigger Title VII's sanctions

Holding that sexual harassment includes the use of "extremely vulgar and offensive sexually related epithets addressed to and employed about [plaintiff]"

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"