Lydia Velasquez, Complainant, v. Janet M. Reno, Attorney General, Department of Justice (Immigration and Naturalization Service), Agency.

8 Cited authorities

McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 52,406 times 95 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
St. Mary's Honor Ctr. v. Hicks
509 U.S. 502 (1993) Cited 12,283 times 8 Legal Analyses
Holding that a trier of fact may infer discrimination upon rejecting an employer's proffered reason for termination
Tex. Dept. of Cmty. Affairs v. Burdine
450 U.S. 248 (1981) Cited 19,997 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"
Hicks v. Gates Rubber Co.
833 F.2d 1406 (10th Cir. 1987) Cited 556 times 1 Legal Analyses
Holding that employer liability could arise under the principles of Restatement 219 if: the employer was negligent or reckless; or the employee relied on the supervisor's apparent authority; or the supervisor was aided in his harassment by the existence of the agency relationship
Snell v. Suffolk County
782 F.2d 1094 (2d Cir. 1986) Cited 397 times
Holding that plaintiffs could establish hostile work environment where co-workers posted racially offensive materials, including Klu Klux Klan literature and a picture of a black man with a noose around his neck
Highlander v. K.F.C. Nat. Management Co.
805 F.2d 644 (6th Cir. 1986) Cited 143 times 1 Legal Analyses
Holding that an employee understood she would be paid under the FWW method where, among other factors, the employee "had signed and acknowledged the explanatory calculation form indicating that she understood the Fair Labor Standard Act's fluctuating work week method of overtime compensation"
Walker v. Ford Motor Co.
684 F.2d 1355 (11th Cir. 1982) Cited 157 times
Holding that plaintiff established hostile environment where racial harassment made plaintiff “feel unwanted and uncomfortable in his surroundings,” even though it was not directed at him
McKinney v. Dole
765 F.2d 1129 (D.C. Cir. 1985) Cited 143 times
Holding that sexual harassment, to be illegal, "need not take the form of sexual advances or of other incidents with clearly sexual overtones"

Lydia Velasquez, Complainant, v. Janet M. Reno, Attorney General, Department of Justice (Immigration and Naturalization Service), Agency.

8 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 a trier of fact may infer discrimination upon rejecting an employer's proffered reason for termination

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"

Holding that employer liability could arise under the principles of Restatement 219 if: the employer was negligent or reckless; or the employee relied on the supervisor's apparent authority; or the supervisor was aided in his harassment by the existence of the agency relationship

Holding that plaintiffs could establish hostile work environment where co-workers posted racially offensive materials, including Klu Klux Klan literature and a picture of a black man with a noose around his neck

Holding that an employee understood she would be paid under the FWW method where, among other factors, the employee "had signed and acknowledged the explanatory calculation form indicating that she understood the Fair Labor Standard Act's fluctuating work week method of overtime compensation"

Holding that plaintiff established hostile environment where racial harassment made plaintiff “feel unwanted and uncomfortable in his surroundings,” even though it was not directed at him

Holding that sexual harassment, to be illegal, "need not take the form of sexual advances or of other incidents with clearly sexual overtones"