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4451 Joes Road Albany 12210, New York 99-536 Argued: March 21, 2000 Decided: June 12, 2000. Industrial Co. v. Zenith Radio Corp., 475 U.S. 574, 587, drawing all reasonable inferences in favor of the nonmoving party, but making no credibility determinations or weighing any evidence, e.g., Lytle v. Household Mfg., Inc., 494 U.S. 545, 554—555. In this age discrimination case, Defendant-Appellant Sanderson Plumbing Products, Inc. ("Sanderson") appeals the district court's order denying Sanderson's post-verdict motion for judgment as a matter of law ("JML"), and granting Plaintiff-Appellee Roger Reeves's motion for front pay. decided Reeves v. Sanderson Plumbing Products, Inc.' He said it was an important decision. Section V advocates a uniform By David J. Turek, Published on 01/01/01. At trial, respondent contended Reeves had been fired due to his failure to maintain accurate attendance records. Quimbee might not work properly for you until you update your browser. Get Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133 (2000), United States Supreme Court, case facts, key issues, and holdings and reasonings online today. Lower court United States Court of Appeals for the Fifth Circuit . Petitioner Reeves, 57, and Joe Oswalt, in his mid-30's, were the supervisors in one of respondent's departments known as the "Hinge Room," which was managed by Russell Caldwell, 45. The latter functions, along with the drawing of legitimate inferences from the facts, are for the jury, not the court. Background; Procedural history; Questions at issue; Opinion of the Court; Justice Ginsburg's opinion concurring in the judgment; Significance; References ; External links; Background. Petitioner Reeves, 57, and Joe Oswalt, in his mid-30’s, were the supervisors in one of respondent’s departments known as the “Hinge Room,” which was managed by Russell Caldwell, 45. Petitioner Reeves, 57, and Joe Oswalt, in his mid-30's, were the supervisors in one of respondent's departments known as the "Hinge Room," which was managed by Russell Caldwell, 45. The case, Reeves v. Sanderson Plumbing Products, Inc., involved allegations of age discrimination (see lead story in Spring 2000 Preventive Strategies). Reeves' department was managed by Russell Caldwell, 45, who was responsible for reviewing Reeves' work. In the facts of this case, the petitioner, who was 57 years old, was discharged from employment, allegedly for cause due his failure to maintain … 32. In this case, Reeves established a prima facie case and made a substantial showing that respondent’s legitimate, nondiscriminatory explanation, i.e., his shoddy recordkeeping, was false. Ginsburg, J., filed a concurring opinion. This case concerns the kind and amount of evidence necessary to sustain a jury’s verdict that an employer unlawfully discriminated on … Reeves' duties included making sure workers under his supervision were on time and at work and logging such data. Petitioner Reeves, 57, and Joe Oswalt, in his mid-thirties, were the supervisors in one of respondent's departments known as the "Hinge Room," which was managed by Russell Caldwell, 45. U.S. Reports: Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133 (2000). REEVES v. SANDERSON PLUMBING PRODUCTS, INC. certiorari to the united states court of appeals for the fifth circuit No. Repository Citation. "Reeves v. Sanderson Plumbing Products, Inc.", Argued the cause for the United States, as amicus curiae, by special leave of court, supporting the petitioner. Cf. SYLLABUS. Yes. See id. See Reeves v. Sanderson Plumbing Prods., Inc., 530 U.S. 133, 142 (2000). REEVES v. SANDERSON PLUMBING PRODUCTS, INC. CERTIORARI TO THE UNITED STATES COURT OF APPEALS FOR THE FIFTH CIRCUIT. 557 U.S. 557 (2009) S. Slack v. Havens. See Furnco, supra, at 580. AFFIRMING AMBIGUITY: REEVES V SANDERSON PLUMBING PROD UCTS, INC. AND THE BURDEN-SHIFTING FRAMEWORK OF DISPARATE TREATMENT CASES I. $0.99; $0.99; Publisher Description. 99-536. We’ll hear argument next in No. No. EN. 2 . REEVES v. SANDERSON PLUMBING PRODUCTS, INC. CERTIORARI TO THE UNITED STATES COURT OF APPEALS FOR THE FIFTH CIRCUIT No. Argued March 21, 2000—Decided June 12, 2000 Petitioner Reeves, 57, and Joe Oswalt, in his mid-30’ s, were the super-visors in one of respondent’ s departments known as the “Hinge Room,” which was managed by Russell Caldwell, 45. Petitioner Reeves, 57, and Joe Oswalt, in his mid-30’ s, were the supervisors in one of respondent’ s departments known as the “Hinge Room,” which was managed by Russell Caldwell, 45. Professional & Technical. the Supreme Court addressed the evidentiary burdens required of a plaintiff in an ADEA case, holding that evidence leading the fact finder to reject the defen-dant's proffered legitimate nondiscriminatory reasons together with the elements of a prima facie case may meet a plaintiff's burden to show intentional discrimination. reeves v. sanderson plumbing products, inc. certiorari to the united states court of appeals for the fifth circuit. Because the monthly attendance reports did not indicate a problem, Chesnut ordered an audit, which, according to his testimony, revealed numerous timekeeping errors and misrepresentations by Caldwell, Reeves, and Oswalt. Audio Transcription for Opinion Announcement – June 12, 2000 in Reeves v. Sanderson Plumbing Products, Inc. William H. Rehnquist: The opinion of the Court in No. Decided June 12, 2000. However, in agreeing to review the case, the Supreme Court considered the general conflict among the federal courts over the kind and amount of evidence necessary to prove intentional discrimination. Pp. Start This article has been rated as Start-Class on the project's quality scale. Such a showing by the plaintiff will not always be adequate to sustain a jury’s liability finding. Sandra Day O’Connor: This case comes to us on writ of certiorari to the Court of Appeals for the Fifth Circuit. 99-536. 99–536. CASE DETAILS. 1999) ROGER REEVES, PLAINTIFF-APPELLEE, v. SANDERSON PLUMBING PRODUCTS, INC., DEFENDANT-APPELLANT. Audio Transcription for Oral Argument - March 21, 2000 in Reeves v. Sanderson Plumbing Products, Inc. Taylor B. Smith: I don't think I should have been terminated, or maybe Sanderson made a mistake. … Request for Directed Verdict -- Is "Pods" Generic? GENRE. Reeves' duties included making sure workers under his supervision were on time and at work and logging such data. Argued March 21, 2000—Decided June 12, 2000 Petitioner Reeves, 57, and Joe Oswalt, in his mid-thirties, were the super-visors in one of respondent’s departments known as the “Hinge Room,” It instructed the jury that, to show respondent’s explanation was pretextual, Reeves had to demonstrate that age discrimination, not respondent’s explanation, was the real reason for his discharge. In 1995, Caldwell informed Powe Chesnut, the … REEVES v. SANDERSON PLUMBING PRODUCTS, INC. CERTIORARI TO THE UNITED STATES COURT OF APPEALS FOR THE FIFTH CIRCUIT. Reeves V. Sanderson Plumbing Products. Supreme Court of the United States. ROGER REEVES, PETITIONER v. SANDERSON PLUMBING PRODUCTS, INC. ON WRIT OF CERTIORARI TO THE UNITED STATES COURT OF APPEALS FOR THE FIFTH CIRCUIT [June 12, 2000] Justice O’Connor delivered the opinion of the Court. This Court need not–and could not–resolve all such circumstances here. RELEASED. 99-536 Reeves versus Sanderson Plumbing Products Inc. will be announced by Justice O’Connor. Reeves' department was managed by Russell Caldwell, 45, who was responsible for reviewing Reeves' work. Reeves v. Sanderson Plumbing (2000) demonstrates the application of the McDonnell Douglas standard to a case of discharge due to age discrimination. No. SELLER. The Fifth Circuit reversed. Given that Reeves established a prima facie case, introduced enough evidence for the jury to reject respondent’s explanation, and produced additional evidence that Chesnut was motivated by age-based animus and was principally responsible for Reeves’ firing, there was sufficient evidence for the jury to conclude that respondent had intentionally discriminated. In so reasoning, the court misconceived the evidentiary burden borne by plaintiffs who attempt to prove intentional discrimination through indirect evidence. In 1995, Caldwell informed Powe Chesnut, the company’s director of manufacturing, that Hinge Room production was down because employees were often absent, coming in late, and leaving early. Review of jury findings is fact Moreover, the other evidence on which the court relied–that Caldwell and Oswalt were also cited for poor recordkeeping, and that respondent employed many managers over age 50–although relevant, is certainly not dispositive. In Reeves, the employer contended that the Plaintiff had been fired for shoddy record keeping. 99–536. See, e.g., Wright v. West, 505 U.S. 277, 296. Reeves v. Sanderson Plumbing (2000) demonstrates the application of the McDonnell Douglas standard to a case of discharge due to age discrimination. In this age discrimination case, Defendant-Appellant Sanderson Plumbing Products, Inc. (“Sanderson”) appeals the district court's order denying Sanderson's post-verdict motion for judgment as a matter of law (“JML”), and granting Plaintiff-Appellee Roger Reeves's motion for front pay. Although recognizing that Reeves may well have offered sufficient evidence for the jury to have found that respondent’s explanation was pretextual, the court explained that this did not mean that Reeves had presented sufficient evidence to show that he had been fired because of his age. He wanted to make sure that we in-serted it into our casebook.2 I hope he was right. SIZE. REEVES v. SANDERSON PLUMBING PRODUCTS, INC. No. In response, the Plaintiff offered specific evidence that he had properly maintained attendance records and that he was not responsible for the failure to discipline late and absent employees. CERTIORARI TO THE UNITED STATES COURT OF APPEALS FOR THE FIFTH CIRCUIT *135 *135 *136 O'Connor, J.,delivered the opinion for a unanimous Court. Id. 486 F.3d 353 (8th Cir. Reeves V. Sanderson Plumbing Products. … In holding that the evidence was insufficient to sustain the jury’s verdict, the Fifth Circuit ignored this evidence, as well as the evidence supporting Reeves’ prima facie case, and instead confined its review of the evidence favoring Reeves to that showing that Chesnut had directed derogatory, age-based comments at Reeves, and that Chesnut had singled him out for harsher treatment than younger employees. The issue: What quantum of evidence must an employment discrimination plaintiff proffer in … Professional & Technical. LawApp Publishers . decided Reeves v. Sanderson Plumbing Products, Inc.' He said it was an important decision. Reeves v. Sanderson Plumbing, Inc. Pp. No. Corp. v. Waters, 438 U.S. 567, 577. Argued March 21, 2000. June 12 LANGUAGE. Case opinion for US 5th Circuit REEVES v. SANDERSON PLUMBING PRODUCTS INC. Read the Court's full decision on FindLaw. This article is within the scope of WikiProject Law, an attempt at providing a comprehensive, standardised, pan-jurisdictional and up-to-date resource for the legal field and the subjects encompassed by it. Chesnut and other company officials recommended to the company president, Sandra Sanderson, that Reeves and Caldwell be fired, and she complied. In response, the Plaintiff offered specific evidence that he had properly maintained attendance records and that he was not responsible for the failure to discipline late and absent employees. Pp. Ginsburg, J., filed a concurring opinion, post, p. 154. REEVES v. SANDERSON PLUMBING PRODUCTS, INC.(2000) No. Supreme Court of the United States. $0.99; $0.99; Publisher Description. him. 16—19. Sandra Day O’Connor: In finding the evidence insufficient, the court weighed the additional evidence of discrimination introduced by Reeves against other circumstances surrounding his discharge, including that Chesnut’s age-based comments were not made in the direct context of Reeves’ termination; there was no allegation that the other individuals who recommended his firing were motivated by age; two of those officials were over 50; all three Hinge Room supervisors were accused of inaccurate recordkeeping; and several of respondent’s managers were over 50 when Reeves was fired. at 143. no. RELEASED. Thus, the court must review all of the evidence in the record, cf., e.g., Matsushita Elec. 99–536. Furnco Constr. ‎On Writ Of Certiorari To The United States Court Of Appeals For The Fifth Circuit 14—19. Decided June 12, 2000. Ginsburg, J., filed a concurring opinion, post, p. 154. 2000. Well, we know that a mistake does not equate under decisions from every circuit to age discrimination. REEVES v. SANDERSON PLUMBING PRODUCTS, INC. No. 5—14. United States Supreme Court. In a unanimous opinion deliver by Justice Sandra Day O'Connor, the Court held that "[a] plaintiff's prima facie case of discrimination, combined with sufficient evidence for a reasonable factfinder to reject the employer's nondiscriminatory explanation for its decision, may be adequate to sustain a finding of liability for intentional discrimination under the ADEA." 2000. Reeves attempted to demonstrate that this explanation was a pretext for age discrimination and introduced evidence that he had accurately recorded the attendance of employees under his supervision and that Chesnut had demonstrated age-related animosity when dealing with him. Title U.S. Reports: Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133 (2000). United States Supreme Court. Reeves v. Sanderson Plumbing Prods. It is therefore apparent that the court believed that only this additional evidence of discrimination was relevant to whether the jury’s verdict should stand. McDonald v. Santa Fe Trail Transportation Co. McKennon v. Nashville Banner Publishing Co. Oncale v. Sundowner Offshore Services, Inc. Written and curated by real attorneys at Quimbee. 1975) Smith v. City of Jackson . 99—536. Respondent Sanderson Plumbing Products, Inc. Docket no. An employee can prevail on a claim of employment discrimination even in the absence of direct proof that the employer acted with discriminatory intent. RSS Subscribe: 20 results | 100 results. NOTE: Where it is feasible, a syllabus (headnote) will be released, as is being done in connection with this case, at the time the opinion is issued.The syllabus constitutes no part of the opinion of the Court but has been prepared by the Reporter of Decisions for the convenience of the reader.See United States v. Detroit Timber & Lumber Co., 200 U.S. 321, 337. Chesnut ordered an audit, which revealed numerous timekeeping errors and misrepresentations by Caldwell, Reeves, and Oswalt. Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133 (2000), was a case before the United States Supreme Court concerning age discrimination in employment. Opinion for Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133, 120 S. Ct. 2097, 147 L. Ed. Aimez-vous chercher des pandas qui se cachent dans les images ? Reeves' responsibilities included recording the attendance and hours worked by employees under his supervision. Inc. Case Brief - Rule of Law: A plaintiff's prima facie case of discrimination, combined with sufficient evidence for a Reeves v Sanderson Plumbing Products SYLLABUS. 99-536 Reeves versus Sanderson Plumbing Products Inc. will be announced by Justice O’Connor. at 2107. Reeves v. Sanderson Plumbing Products, Inc. (99-536), June 12, 2000. Argued March 21, 2000—Decided June 12, 2000 Petitioner Reeves, 57, and Joe Oswalt, in his mid-30’ s, were the super-visors in one of respondent’ s departments known as the “Hinge An employee can prevail on a claim of employment discrimination even in the absence of direct proof that the employer acted with discriminatory intent. Syllabus ; View Case ; Petitioner Reeves . In Reeves v. Sanderson Plumbing Products, Inc., 1 . This article is within the scope of WikiProject Law, an attempt at providing a comprehensive, standardised, pan-jurisdictional and up-to-date resource for the legal field and the subjects encompassed by it. In Reeves v. Sanderson Plumbing Products, Inc., the Supreme Court addressed the evidentiary burdens required of a plaintiff in an ADEA case, holding that evidence leading the fact finder to reject the defendant's proffered legitimate nondiscriminatory reasons together with the elements of a prima facie case may meet a plaintiff's burden to show intentional discrimination. Section IV will discuss the conflicting interpretations of Reeves in the lower federal courts. He wanted to make sure that we in-serted it into our casebook.2 I hope he was right. Proof that the defendant’s explanation is unworthy of credence is simply one form of circumstantial evidence that is probative of intentional discrimination, and it can be quite persuasive. Every disparate treatment Cases, 85 M arq.L discrimination even in the record, cf., e.g. Matsushita. 2005 ) Staub v. Proctor Hospital to sustain a finding of age-based discrimination as matter... 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