25 Cited authorities

St. Mary's Honor Ctr. v. Hicks
509 U.S. 502 (1993) Cited 12,391 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 20,206 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"
Price Waterhouse v. Hopkins
490 U.S. 228 (1989) Cited 4,649 times 162 Legal Analyses
Holding that an employer discriminated on the basis of sex when he "act[ed] on the basis of a belief that a woman cannot be aggressive, or that she must not be"
First Nat. Bank v. Cities Service
391 U.S. 253 (1968) Cited 9,007 times 1 Legal Analyses
Holding that a continuance of summary judgment need not be granted particularly when ample time and opportunities for discovery have already lapsed
U.S. Postal Service Bd. of Govs. v. Aikens
460 U.S. 711 (1983) Cited 2,419 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
Dennis v. Columbia Colleton Med. Ctr., Inc.
290 F.3d 639 (4th Cir. 2002) Cited 2,237 times
Holding plaintiff showed pretext where an employer offered more reasons at trial than in discovery
Standard v. A.B.E.L. Services, Inc.
161 F.3d 1318 (11th Cir. 1998) Cited 1,248 times
Holding that a manager's comment that "older people have more go wrong" did not show age based discriminatory intent against the employee because the comment was too vague and the manager was not involved in the termination decision
Hipp v. Liberty Nat'l Life Ins.
252 F.3d 1208 (11th Cir. 2001) Cited 1,130 times 2 Legal Analyses
Holding that the continuing violation doctrine did not apply where a plaintiff was aware that he incurred harm at the time each harmful act took place
Damon v. Fleming Supermarkets of Fl., Inc.
196 F.3d 1354 (11th Cir. 1999) Cited 1,105 times
Holding that the decisionmaker's comment that "the company needed ... young men ... to be promoted" did not constitute direct evidence of age discrimination for a termination claim
Equal Employment Opportunity Commission v. Joe's Stone Crabs, Inc.
296 F.3d 1265 (11th Cir. 2002) Cited 432 times
Holding that in reviewing Title VII claims that are supported by circumstantial evidence, this Court uses the three-step burden-shifting framework established in McDonnell Douglas

Reeves v. World Championship, et al

25 Cited authorities

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 an employer discriminated on the basis of sex when he "act[ed] on the basis of a belief that a woman cannot be aggressive, or that she must not be"

Holding that a continuance of summary judgment need not be granted particularly when ample time and opportunities for discovery have already lapsed

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 plaintiff showed pretext where an employer offered more reasons at trial than in discovery

Holding that a manager's comment that "older people have more go wrong" did not show age based discriminatory intent against the employee because the comment was too vague and the manager was not involved in the termination decision

Holding that the continuing violation doctrine did not apply where a plaintiff was aware that he incurred harm at the time each harmful act took place

Holding that the decisionmaker's comment that "the company needed ... young men ... to be promoted" did not constitute direct evidence of age discrimination for a termination claim

Holding that in reviewing Title VII claims that are supported by circumstantial evidence, this Court uses the three-step burden-shifting framework established in McDonnell Douglas