Steven B. Davidson Appellant, v. Daniel S. Goldin, National Aeronautics and Space Administration, Administrator, (Ames Research Center), Agency.

12 Cited authorities

McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 53,125 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
St. Mary's Honor Ctr. v. Hicks
509 U.S. 502 (1993) Cited 12,376 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 20,172 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 2,417 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 2,176 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
Phillips v. Martin Marietta Corp.
400 U.S. 542 (1971) Cited 259 times 9 Legal Analyses
Holding that it violates Title VII for an employer to have “one hiring policy for women and another for men—each having pre-school-age children.”
Wrenn v. Gould
808 F.2d 493 (6th Cir. 1987) Cited 448 times
Holding that an employer can consider factors external to a job description when selecting among qualified candidates
Jefferies v. Harris Cty. Cmty. Action
615 F.2d 1025 (5th Cir. 1980) Cited 211 times 5 Legal Analyses
Holding disclosure of personnel records and agency documents unprotected as opposition in light of employer’s "legitimate and substantial interest" in confidentiality
Sprogis v. United Air Lines, Inc.
444 F.2d 1194 (7th Cir. 1971) Cited 258 times
Finding a no-marriage rule directed against only female flight attendants is sex discrimination in violation of Title VII.
Bauer v. Bailar
647 F.2d 1037 (10th Cir. 1981) Cited 81 times
Holding employer's subjective hiring criteria to be nonpretextual where the subjective factors considered were articulated and generally relevant to the job

Steven B. Davidson Appellant, v. Daniel S. Goldin, National Aeronautics and Space Administration, Administrator, (Ames Research Center), Agency.

12 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

Holding that it violates Title VII for an employer to have “one hiring policy for women and another for men—each having pre-school-age children.”

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

Holding disclosure of personnel records and agency documents unprotected as opposition in light of employer’s "legitimate and substantial interest" in confidentiality

Finding a no-marriage rule directed against only female flight attendants is sex discrimination in violation of Title VII.

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