§

Melissa R. Brookey v. Department of Agriculture 01986339 & 01993436 05-30-01 .Melissa R. Brookey, Complainant, v. Ann M. Veneman, Secretary, Department of Agriculture, Agency.

01986339_01993436 (E.E.O.C. May. 30, 2001)
Melissa R. Brookey v. Department of Agriculture 01986339 & 01993436 05-30-01 .Melissa R. Brookey, Complainant, v. Ann M. Veneman, Secretary, Department of Agriculture, Agency.

7 Cited authorities

  1. McDonnell Douglas Corp. v. Green

    411 U.S. 792 (1973)   Cited 53,820 times   100 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. Harris v. Forklift Sys., Inc.

    510 U.S. 17 (1993)   Cited 12,832 times   23 Legal Analyses
    Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"

  3. Oncale v. Sundowner Offshore Servs., Inc.

    523 U.S. 75 (1998)   Cited 5,365 times   50 Legal Analyses
    Holding that "[w]hatever evidentiary route the plaintiff chooses to follow, he or she must always prove that the conduct at issue was not merely tinged with offensive . . . connotations"

  4. Meritor Sav. Bank v. Vinson

    477 U.S. 57 (1986)   Cited 6,658 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

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

    460 U.S. 711 (1983)   Cited 2,430 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

  6. Henson v. City of Dundee

    682 F.2d 897 (11th Cir. 1982)   Cited 987 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

  7. McKinney v. Dole

    765 F.2d 1129 (D.C. Cir. 1985)   Cited 144 times
    Holding that sexual harassment, to be illegal, "need not take the form of sexual advances or of other incidents with clearly sexual overtones"