Barbara A. Palmer, Complainant, v. John E. Potter, Postmaster General, United States Postal Service, (Pacific Area), Agency.

7 Cited authorities

McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 53,046 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
Harris v. Forklift Sys., Inc.
510 U.S. 17 (1993) Cited 12,593 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 20,154 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"
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
Hartsell v. Duplex Prods., Inc.
123 F.3d 766 (4th Cir. 1997) Cited 358 times
Holding that employer's conduct was not severe or pervasive where employer never propositioned, taunted, flirted with, or inappropriately touched plaintiff
Hochstadt v. Worcester Foundation for Experimental Biology
545 F.2d 222 (1st Cir. 1976) Cited 248 times 3 Legal Analyses
Holding that, in balancing the scope of reasonable opposition conduct, "[t]he requirements of the job and the tolerable limits of conduct in a particular setting must be explored"
Hochstadt v. Worcester Foundation, Etc.
425 F. Supp. 318 (D. Mass. 1976) Cited 87 times
Holding that discharge six months after EEOC settlement and a month after an informal complaint satisfies causation requirement

Barbara A. Palmer, Complainant, v. John E. Potter, Postmaster General, United States Postal Service, (Pacific Area), 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"

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

Hartsell v. Duplex Prods., Inc.

Holding that employer's conduct was not severe or pervasive where employer never propositioned, taunted, flirted with, or inappropriately touched plaintiff

Hochstadt v. Worcester Foundation for Experimental Biology

Holding that, in balancing the scope of reasonable opposition conduct, "[t]he requirements of the job and the tolerable limits of conduct in a particular setting must be explored"

Hochstadt v. Worcester Foundation, Etc.

Holding that discharge six months after EEOC settlement and a month after an informal complaint satisfies causation requirement