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

St. Mary's Honor Ctr. v. Hicks

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

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"

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

Cygnar v. City of Chicago

Holding that evidence that patronage targets' names were known by defendant to be on Democratic Party contributors' list sufficient to support finding that defendant knew, despite his denial, of their political affiliations

Carter v. Duncan-Huggins, Ltd.

Holding that the standards used to determine what constitutes a hostile work environment is the same under Title VII and 42 U.S.C. § 1981

Section 2000e - Definitions

Granting EEOC authority to issue procedural regulations to carry out Title VII provisions

Section 1981 - Equal rights under the law

Granting equal rights to "make and enforce contracts" without regard to race

Section 2000e-16 - Employment by Federal Government

Adopting provisions of § 2000e-5(f)-(k), including that "[e]ach United States district court . . . shall have jurisdiction of actions brought under this subchapter"

Section 1981a - Damages in cases of intentional discrimination in employment

Finding that "additional remedies under Federal law are needed to deter unlawful harassment and intentional discrimination in the workplace"

Section 1614.407 - Civil action: Title VII, Age Discrimination in Employment Act, Rehabilitation Act, Genetic Information Nondiscrimination Act, and Pregnant Workers Fairness Act

Authorizing civil actions if no final action is taken within 180 days after a complaint is filed

Section 1614.504 - Compliance with settlement agreements and final action

Providing that if an employee believes an agency has failed to comply with a settlement agreement, the employee must notify the EEO Director of noncompliance and, notably, may request that the terms of the agreement be implemented or that the prior EEO complaint be reinstated for further processing from the point in time that processing ceased

Section 1614.604 - Filing and computation of time

Providing the time limits applicable to the subject regulations "are subject to waiver, estoppel and equitable tolling"

Section 1614.408 - Civil action: Equal Pay Act

Requiring that the complainant wait at least 180 days for a decision from the agency before filing a civil action and requiring that such an action be filed within 90 days of a final decision

Section 1614.405 - Decisions on appeals

Providing that " decision [of the EEOC in an administrative appeal] is final . . . unless . . . [e]ither party files a timely request for reconsideration"

Section 1614.503 - Enforcement of final Commission decisions

Describing civil action for enforcement of administrative award

Section 1614.409 - Effect of filing a civil action

Stating that: "Filing a civil action under § 1614.408 or § 1614.409 shall terminate Commission processing of the appeal"

Section 1614.501 - Remedies and relief

Incorporating § 1920 into the regulations

Section 1614.403 - How to appeal

Indicating that failure to file timely appeal requires dismissal by EEOC

Section 1614.606 - Joint processing and consolidation of complaints