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Espinoza v. Farah Mfg. Co. , 414 U.S. 86 (1973), was a decision by the United States Supreme Court , which held that an employer's refusal to hire a person because he is not a United States citizen does not constitute employment discrimination on the basis of "national origin" in violation of §703 of the Civil Rights Act of 1964 .
Federal Express Corp. v. Holowecki, 552 U.S. 389 (2008), was a case decided by the Supreme Court of the United States on February 27, 2008. The ruling provided guidance on what would constitute an adequate filing under the Age Discrimination in Employment Act of 1967 (ADEA).
Swierkiewicz v. Sorema N. A., 534 U.S. 506 (2002), was a case decided by the Supreme Court of the United States on February 26, 2002. The Court held that for complaints in employment discrimination cases, a plaintiff is not required to allege specific facts that establish a prima facie case as required by the McDonnell Douglas burden-shifting framework.
The purpose-based standard made it much more difficult for plaintiffs to prevail in discrimination suits arising under the Constitution. Unlike the Constitution, Title VII of the Civil Rights Act of 1964 was interpreted in Griggs v Duke Power Co. , 401 US 424 (1971) to prohibit employment practices that have a racially disparate impact ...
Thornburg v. Gingles, 478 U.S. 30 (1986), was a United States Supreme Court case in which a unanimous Court found that "the legacy of official discrimination ... acted in concert with the multimember districting scheme to impair the ability of "cohesive groups of black voters to participate equally in the political process and to elect candidates of their choice."
Full case name: National Coalition for Men, et al. v. Selective Service System, et al. Decided: August 13, 2020: Docket nos. 19-20272: Holding; The district court's judgment is reversed because it directly contradicts the Supreme Court’s holding in Rostker v. Goldberg, 453 U.S. 57, 78–79 (1981), and only the Supreme Court may revise its ...
The McDonnell Douglas case established that, in an employment discrimination case: The plaintiff (employee) must first establish a prima facie case of discrimination. [9] The defendant (employer) must produce evidence of a legitimate non-discriminatory reason for its actions. If this occurs, then the presumption of discrimination dissipates. [11]
Weinberger v. Wiesenfeld, 420 U.S. 636 (1975), was a decision by the United States Supreme Court, which unanimously held that the gender-based distinction under 42 U.S.C. § 402(g) of the Social Security Act of 1935—which permitted widows but not widowers to collect special benefits while caring for minor children—violated the right to equal protection secured by the Due Process Clause of ...