Mildred A. Johnson, Cross-Appellant v. Honeywell Information Systems, Inc., Cross-Appellee

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

• employee stated she had college degree on a job application for a position which expressly required a college degree when, in fact, she had completed only four courses
• employer must show that misconduct was such that an employee would have been terminated had the employer known of the misconduct. “Minor, trivial or technical infractions” would not qualify as material misconduct
• “As a general rule, in cases of resume fraud, summary judgment will be appropriate where the misrepresentation or omission was material, directly related to measuring a candidate for employment, and was relied upon by the employer in making the hiring decision.”
• “Because Honeywell established that it would not have hired Johnson and that it would have fired her had it become aware of her resume fraud during her employment, Johnson is entitled to no relief, even if she could prove a violation of [civil rights statute]”

Source: CourtListener parenthetical corpus (CC0).