Lolitah Stephens, Appellant, v. F. Whitten Peters, Acting Secretary, Department of the Air Force, Agency.

7 Cited authorities

McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 53,213 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
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 20,204 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 2,180 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
Hochstadt v. Worcester Foundation for Experimental Biology
545 F.2d 222 (1st Cir. 1976) Cited 249 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
Potter v. Goodwill Industries of Cleveland
518 F.2d 864 (6th Cir. 1975) Cited 46 times
In Potter v. Goodwill Industries of Cleveland, 518 F.2d 864 (6th Cir. 1975), a case involving a claim of racially discriminatory dismissal and conditions of employment, this Court reiterated the McDonnell Douglas prima facie standard.

Lolitah Stephens, Appellant, v. F. Whitten Peters, Acting Secretary, Department of the Air Force, 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

St. Mary's Honor Ctr. v. Hicks

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

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

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

Potter v. Goodwill Industries of Cleveland

In Potter v. Goodwill Industries of Cleveland, 518 F.2d 864 (6th Cir. 1975), a case involving a claim of racially discriminatory dismissal and conditions of employment, this Court reiterated the McDonnell Douglas prima facie standard.