Connection lost
Server error
Johnson v. Transportation Agency, Santa Clara Cty. Case Brief
Why Top Law Students (And Those Aspiring to Be) Use LSD+ Briefs
Let's be real, law school is a marathon. Our exclusive Flash-to-Full case system is designed by Harvard Law School and MIT grads to match your pace: Quick summaries when you're slammed, detailed analysis when you need to go deep. Only LSD+ offers this kind of flexibility to genuinely fit your study flow.
Adaptive Case Views
Toggle between Flash, Standard, and Expanded. Get what you need, when you need it.
Exam-Ready IRAC Format
We deliver the precise structure professors look for in exam answers.
Complex Cases, Clarified
We break down dense legal reasoning into something digestible, helping you grasp core concepts.
Case Brief Summary & Legal Analysis
tl;dr: A public agency promoted a qualified woman over a slightly higher-scoring man pursuant to a voluntary affirmative action plan. The Supreme Court held this did not violate Title VII, as the plan was designed to remedy a manifest gender imbalance in a traditionally segregated job category.
Legal Significance: The case extended the Weber standard to public employers under Title VII, holding that voluntary affirmative action plans are permissible to remedy a “manifest imbalance” in the workforce, even without a finding of the employer’s own past discrimination.
Johnson v. Transportation Agency, Santa Clara Cty. Law School Study Guide
Use this case brief structure for your own legal analysis. Focus on the IRAC methodology to excel in law school exams and cold calls.
Case Facts & Court Holding
Key Facts & Case Background
The Transportation Agency of Santa Clara County adopted a voluntary Affirmative Action Plan to remedy workforce imbalances. The plan noted that none of its 238 Skilled Craft Worker positions were held by women. The plan authorized consideration of sex as one factor in promotions for job categories where women were underrepresented. Paul Johnson and Diane Joyce, both qualified employees, applied for a promotion to road dispatcher, a Skilled Craft position. An initial interview panel scored Johnson at 75 and Joyce at 73. A second panel recommended Johnson. However, the Agency Director, considering the candidates’ qualifications, experience, and the plan’s affirmative action goals, promoted Joyce. At the time, no woman had ever served as a road dispatcher. Johnson sued, alleging his denial of promotion constituted sex discrimination in violation of Title VII. The district court found Johnson was more qualified and that sex was the determining factor, but the court of appeals reversed.
Court Holding & Legal Precedent
Issue: Does a public employer violate Title VII by taking a female employee’s sex into account and promoting her over a marginally more qualified male employee pursuant to a voluntary affirmative action plan designed to remedy a manifest imbalance in a traditionally segregated job category?
No, the agency’s promotion of the female candidate was permissible. The Court Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo cons
IRAC Legal Analysis
Complete IRAC Analysis for Higher Grades
IRAC (Issue, Rule, Analysis, Conclusion) is the exact format professors want to see in your exam answers. Our exclusive Flash-to-Full briefs combine holding, analysis, and rule statements formatted to match what A+ students produce in exams. These structured briefs help reinforce the essential legal reasoning patterns expected in law school.
Legal Issue
Does a public employer violate Title VII by taking a female employee’s sex into account and promoting her over a marginally more qualified male employee pursuant to a voluntary affirmative action plan designed to remedy a manifest imbalance in a traditionally segregated job category?
Conclusion
This decision solidified the legality of voluntary, flexible affirmative action plans under Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris
Legal Rule
A voluntary affirmative action plan adopted by a public employer is permissible Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in vol
Legal Analysis
The Court applied the two-part framework from *Steelworkers v. Weber*. First, it Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum. Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum. Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum. Lorem ipsum dolor sit amet, consectet
Flash-to-Full Case Opinions
Flash Summary
- Title VII permits voluntary affirmative action plans that consider sex as