William L. Harris, Complainant, v. Donald H. Rumsfeld, Secretary, Department of Defense, Agency.

7 Cited authorities

McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 53,600 times 98 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
Harris v. Forklift Sys., Inc.
510 U.S. 17 (1993) Cited 12,763 times 23 Legal Analyses
Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"
Tex. Dept. of Cmty. Affairs v. Burdine
450 U.S. 248 (1981) Cited 20,306 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"
Walker v. Ford Motor Co.
684 F.2d 1355 (11th Cir. 1982) Cited 158 times
Holding that plaintiff established hostile environment where racial harassment made plaintiff “feel unwanted and uncomfortable in his surroundings,” even though it was not directed at him
McKinney v. Dole
765 F.2d 1129 (D.C. Cir. 1985) Cited 144 times
Holding that sexual harassment, to be illegal, "need not take the form of sexual advances or of other incidents with clearly sexual overtones"
Meyer v. Brown Root Const. Co.
661 F.2d 369 (5th Cir. 1981) Cited 111 times
Upholding the district court's finding of constructive discharge where a female employee who was several months pregnant quit her job when she was transferred to a warehouse job requiring possible heavy labor
Irving v. Dubuque Packing Co.
689 F.2d 170 (10th Cir. 1982) Cited 88 times
Holding that an employee is not entitled to reinstatement absent a constructive discharge

William L. Harris, Complainant, v. Donald H. Rumsfeld, Secretary, Department of Defense, Agency.

7 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

Harris v. Forklift Sys., Inc.

Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"

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"

Walker v. Ford Motor Co.

Holding that plaintiff established hostile environment where racial harassment made plaintiff “feel unwanted and uncomfortable in his surroundings,” even though it was not directed at him

McKinney v. Dole

Holding that sexual harassment, to be illegal, "need not take the form of sexual advances or of other incidents with clearly sexual overtones"

Meyer v. Brown Root Const. Co.

Upholding the district court's finding of constructive discharge where a female employee who was several months pregnant quit her job when she was transferred to a warehouse job requiring possible heavy labor

Irving v. Dubuque Packing Co.

Holding that an employee is not entitled to reinstatement absent a constructive discharge