Kimberly G. Benton, Complainant, William J. Henderson, Postmaster General, United States Postal Service, Agency.

7 Cited authorities

McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 53,509 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
Sutton v. United Air Lines, Inc.
527 U.S. 471 (1999) Cited 2,909 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."
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
Albertsons, Inc. v. Kirkingburg
527 U.S. 555 (1999) Cited 691 times 3 Legal Analyses
Holding that although vision-impaired individuals may not have "an onerous burden" in demonstrating disability and "ordinarily will meet the [ADA]'s definition of disability," they must still offer evidence of "limitation in terms of their own experience"
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."
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
Appendix to Part 1630 - Interpretive Guidance on Title I of the Americans With Disabilities Act
29 C.F.R. § 1630, app to Part 1630 Cited 876 times 8 Legal Analyses
Determining whether an individual is substantially limited in a major life activity entails the nature and severity of the impairment; the duration or expected duration of the impairment; and the permanent or long term impact

Kimberly G. Benton, Complainant, William J. Henderson, Postmaster General, United States Postal Service, Agency.

7 Cited authorities

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

Sutton v. United Air Lines, Inc.

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."

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

Albertsons, Inc. v. Kirkingburg

Holding that although vision-impaired individuals may not have "an onerous burden" in demonstrating disability and "ordinarily will meet the [ADA]'s definition of disability," they must still offer evidence of "limitation in terms of their own experience"

Murphy v. United Parcel Service, Inc.

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

Prewitt v. United States Postal Service

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

Appendix to Part 1630 - Interpretive Guidance on Title I of the Americans With Disabilities Act

Determining whether an individual is substantially limited in a major life activity entails the nature and severity of the impairment; the duration or expected duration of the impairment; and the permanent or long term impact