Reeves v. Sanderson Plumbing Prods., Inc.

Holding that, since the 58-year-old plaintiff was fired by his 60-year-old employer, there was an inference that "age discrimination was not the motive"

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

Trans World Airlines, Inc. v. Hardison

Holding that to leave the employershort-handed would involve costs to the employer “in the form of lost efficiency”

Ansonia Bd. of Educ. v. Philbrook

Holding an accommodation is reasonable where it "allow the individual to observe fully religious holy days and requires him only to give up compensation for a day that he did not in fact work"

Heller v. EBB Auto Co.

Holding that the plaintiff established the second element of his prima facie case for failure to accommodate his “religious practice of attending the ceremony in which his wife and children were converted to Judaism,” where the plaintiff's supervisor “knew” that he was Jewish, “knew” that his “wife was studying for conversion,” and “when [the plaintiff] requested the time off, he informed the [supervisor] why he needed to miss work”

Turpen v. Missouri-Kansas-Texas R. Co.

Section 2000e - Definitions

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

Section 1614.110 - Final action by agencies

Compelling final decision “within 60 days of the end of the 30-day period for the complainant to request a hearing . . . where the complainant has not requested [one]”

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 1605.2 - Reasonable accommodation without undue hardship as required by section 701(j) of title VII of the Civil Rights Act of 1964

In 29 C.F.R. § 1605.2(e), the EEOC states that it will determine "undue hardship" as "more than a de minimis cost" in accordance with Hardison.

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 1614.403 - How to appeal

Indicating that failure to file timely appeal requires dismissal by EEOC