Patricia Scura, Appellant, v. William J. Henderson, Postmaster General, United States Postal Service, (Pacific/Western Region), Agency

10 Cited authorities

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
Meritor Sav. Bank v. Vinson
477 U.S. 57 (1986) Cited 6,559 times 18 Legal Analyses
Holding that sexual harassment may be actionable under Title VII as discrimination on the basis of sex if it is sufficiently severe and pervasive
Teamsters v. United States
431 U.S. 324 (1977) Cited 4,628 times 27 Legal Analyses
Holding that a plaintiff who did not apply for a position can still make prima facie showing if he can demonstrate his application for the position would have been futile
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
Furnco Construction Corp. v. Waters
438 U.S. 567 (1978) Cited 2,175 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
Henson v. City of Dundee
682 F.2d 897 (11th Cir. 1982) Cited 979 times 1 Legal Analyses
Holding that where a supervisor makes sexual overtures to employees of both genders, or where the conduct is equally offensive to male and female workers, the conduct may be actionable under state law, but it is not actionable as harassment under Title VII because men and women are accorded like treatment
Moore v. City of Charlotte
754 F.2d 1100 (4th Cir. 1985) Cited 303 times
Holding that fact-finding was deficient when premised on "an unprincipled conception of `similarity' and `comparability,' a structural flaw"
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
Rabidue v. Osceola Refining Co.
805 F.2d 611 (6th Cir. 1986) Cited 232 times
Holding that plaintiff must prove "that the employer, through its agents or supervisory personnel, knew or should have known of the charged sexual harassment and failed to implement prompt and appropriate corrective action"
Spencer v. General Elec. Co.
894 F.2d 651 (4th Cir. 1990) Cited 125 times
Holding that to prevail in a claim of quid pro quo harassment, the employee must establish that the acceptance or rejection of the supervisor's sexual solicitations was "an express or implied condition to the receipt of a job benefit or cause of a tangible job detriment"

Patricia Scura, Appellant, v. William J. Henderson, Postmaster General, United States Postal Service, (Pacific/Western Region), Agency

10 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 sexual harassment may be actionable under Title VII as discrimination on the basis of sex if it is sufficiently severe and pervasive

Holding that a plaintiff who did not apply for a position can still make prima facie showing if he can demonstrate his application for the position would have been futile

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 fact-finding was deficient when premised on "an unprincipled conception of `similarity' and `comparability,' a structural flaw"

Concluding in a Rehabilitation Act case involving employment discrimination that the employer has the burden of persuasion on the issue of reasonable accommodation

Holding that plaintiff must prove "that the employer, through its agents or supervisory personnel, knew or should have known of the charged sexual harassment and failed to implement prompt and appropriate corrective action"

Holding that to prevail in a claim of quid pro quo harassment, the employee must establish that the acceptance or rejection of the supervisor's sexual solicitations was "an express or implied condition to the receipt of a job benefit or cause of a tangible job detriment"