Randal Ramirez, Appellant, v. William S. Cohen, Secretary, Department of Defense, (Army & Air Force Exchange Service), Agency.

6 Cited authorities

McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 53,304 times 96 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 20,225 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 2,422 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
Manoharan v. Columbia University College of Physicians & Surgeons
842 F.2d 590 (2d Cir. 1988) Cited 556 times
Holding that plaintiff could not have held a reasonable belief where he "neither pointed out discrimination against particular individuals nor discriminatory practices by [the employer]"
Wrenn v. Gould
808 F.2d 493 (6th Cir. 1987) Cited 449 times
Holding that an employer can consider factors external to a job description when selecting among qualified candidates
McKenna v. Weinberger
729 F.2d 783 (D.C. Cir. 1984) Cited 207 times
Holding that probationary employee was not similarly situated to "permanent employees of the agency"

Randal Ramirez, Appellant, v. William S. Cohen, Secretary, Department of Defense, (Army & Air Force Exchange Service), Agency.

6 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

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

Manoharan v. Columbia University College of Physicians & Surgeons

Holding that plaintiff could not have held a reasonable belief where he "neither pointed out discrimination against particular individuals nor discriminatory practices by [the employer]"

Wrenn v. Gould

Holding that an employer can consider factors external to a job description when selecting among qualified candidates

McKenna v. Weinberger

Holding that probationary employee was not similarly situated to "permanent employees of the agency"