Ralph Matthews, Complainant, v. Thomas E. White, Secretary, Department of the Army, Agency.

10 Cited authorities

Anderson v. Liberty Lobby, Inc.
477 U.S. 242 (1986) Cited 237,216 times 38 Legal Analyses
Holding that summary judgment is not appropriate if "the dispute about a material fact is ‘genuine,’ that is, if the evidence is such that a reasonable jury could return a verdict for the nonmoving party"
Celotex Corp. v. Catrett
477 U.S. 317 (1986) Cited 217,177 times 40 Legal Analyses
Holding that a movant's summary judgment motion should be granted "against a [nonmovant] who fails to make a showing sufficient to establish the existence of an element essential to that party's case, and on which that party will bear the burden of proof at trial"
McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 52,419 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
Tex. Dept. of Cmty. Affairs v. Burdine
450 U.S. 248 (1981) Cited 20,004 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"
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
Oliver v. Digital Equipment Corp.
846 F.2d 103 (1st Cir. 1988) Cited 413 times
Holding that discharge over two and one half years after employee filed EEOC complaint was insufficient showing of retaliation to avoid summary judgment for employer
Mitchell v. Baldrige
759 F.2d 80 (D.C. Cir. 1985) Cited 355 times
Holding that it is defendant's burden to produce "evidence of selectees' superior qualifications," which plaintiff need not anticipate and rebut in establishing his prima facie case
Turner v. Texas Instruments, Inc.
555 F.2d 1251 (5th Cir. 1977) Cited 153 times
In Turner v. Texas Instruments, Inc., 555 F.2d 1251 (5th Cir. 1977), we held that where an employer wrongly believes an employee has violated company policy, it does not discriminate in violation of Title VII if it acts on that belief.
Bauer v. Bailar
647 F.2d 1037 (10th Cir. 1981) Cited 79 times
Holding employer's subjective hiring criteria to be nonpretextual where the subjective factors considered were articulated and generally relevant to the job
Canham v. Oberlin College
666 F.2d 1057 (6th Cir. 1981) Cited 10 times
In Canham v. Oberlin College, 666 F.2d 1057 (6th Cir. 1981), cert. denied, 456 U.S. 977, 102 S.Ct. 2242, 72 L.Ed.2d 851 (1982), the claim was sex discrimination.

Ralph Matthews, Complainant, v. Thomas E. White, Secretary, Department of the Army, Agency.

10 Cited authorities

Holding that summary judgment is not appropriate if "the dispute about a material fact is ‘genuine,’ that is, if the evidence is such that a reasonable jury could return a verdict for the nonmoving party"

Holding that a movant's summary judgment motion should be granted "against a [nonmovant] who fails to make a showing sufficient to establish the existence of an element essential to that party's case, and on which that party will bear the burden of proof at trial"

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 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 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

Holding that discharge over two and one half years after employee filed EEOC complaint was insufficient showing of retaliation to avoid summary judgment for employer

Holding that it is defendant's burden to produce "evidence of selectees' superior qualifications," which plaintiff need not anticipate and rebut in establishing his prima facie case

In Turner v. Texas Instruments, Inc., 555 F.2d 1251 (5th Cir. 1977), we held that where an employer wrongly believes an employee has violated company policy, it does not discriminate in violation of Title VII if it acts on that belief.

Holding employer's subjective hiring criteria to be nonpretextual where the subjective factors considered were articulated and generally relevant to the job

In Canham v. Oberlin College, 666 F.2d 1057 (6th Cir. 1981), cert. denied, 456 U.S. 977, 102 S.Ct. 2242, 72 L.Ed.2d 851 (1982), the claim was sex discrimination.