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Jon E. Murphy, Appellant, v. William J. Henderson, Postmaster General, United States Postal Service, Agency.

01965398 (E.E.O.C. Oct. 8, 1998)
Jon E. Murphy, Appellant, v. William J. Henderson, Postmaster General, United States Postal Service, Agency.

8 Cited authorities

  1. McDonnell Douglas Corp. v. Green

    411 U.S. 792 (1973)   Cited 52,827 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

  2. U.S. Postal Service Bd. of Govs. v. Aikens

    460 U.S. 711 (1983)   Cited 2,414 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

  3. Manoharan v. Columbia University College of Physicians & Surgeons

    842 F.2d 590 (2d Cir. 1988)   Cited 552 times
    Holding that plaintiff could not have held a reasonable belief where he "neither pointed out discrimination against particular individuals nor discriminatory practices by [the employer]"

  4. Wrenn v. Gould

    808 F.2d 493 (6th Cir. 1987)   Cited 447 times
    Holding that an employer can consider factors external to a job description when selecting among qualified candidates

  5. Prewitt v. United States Postal Service

    662 F.2d 292 (5th Cir. 1981)   Cited 292 times
    Concluding in a Rehabilitation Act case involving employment discrimination that the employer has the burden of persuasion on the issue of reasonable accommodation

  6. McKenna v. Weinberger

    729 F.2d 783 (D.C. Cir. 1984)   Cited 205 times
    Holding that probationary employee was not similarly situated to "permanent employees of the agency"

  7. 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"

  8. 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