Matilda R. Wyatt, Complainant, v. Janet Reno, Attorney General, Department of Justice, Agency.

11 Cited authorities

McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 52,385 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 12,282 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 19,991 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"
U.S. Postal Service Bd. of Govs. v. Aikens
460 U.S. 711 (1983) Cited 2,406 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 2,164 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
Loeb v. Textron, Inc.
600 F.2d 1003 (1st Cir. 1979) Cited 721 times
Denying any such requirement
Carson v. Bethlehem Steel Corporation
82 F.3d 157 (7th Cir. 1996) Cited 291 times
Holding that a race discrimination plaintiff need not establish he was replaced by a member of a different race but the "question instead is whether the plaintiff has established a logical reason to believe that the decision rests on a legally forbidden ground"
La Montagne v. American Convenience Products, Inc.
750 F.2d 1405 (7th Cir. 1984) Cited 294 times
Holding that reasonable jury could not have found that employer's proffered justification regarding interpersonal skills was pretextual when president testified without rebuttal that he was annoyed with plaintiff
Prewitt v. United States Postal Service
662 F.2d 292 (5th Cir. 1981) Cited 292 times
Concluding in a Rehabilitation Act case involving employment discrimination that the employer has the burden of persuasion on the issue of reasonable accommodation
Thompkins v. Morris Brown College
752 F.2d 558 (11th Cir. 1985) Cited 60 times
Holding that college president's statement that he saw no reason for a woman to have a second job and statement that males had families and needs that female plaintiff did not constitute direct evidence
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 860 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

Matilda R. Wyatt, Complainant, v. Janet Reno, Attorney General, Department of Justice, Agency.

11 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 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

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

Denying any such requirement

Holding that a race discrimination plaintiff need not establish he was replaced by a member of a different race but the "question instead is whether the plaintiff has established a logical reason to believe that the decision rests on a legally forbidden ground"

Holding that reasonable jury could not have found that employer's proffered justification regarding interpersonal skills was pretextual when president testified without rebuttal that he was annoyed with plaintiff

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

Holding that college president's statement that he saw no reason for a woman to have a second job and statement that males had families and needs that female plaintiff did not constitute direct evidence

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