This article needs additional citations for verification .(December 2007) |
Mathews v. Eldridge | |
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Argued October 6, 1975 Decided February 24, 1976 | |
Full case name | F. David Mathews, Secretary of Health, Education, and Welfare, v. George H. Eldridge |
Citations | 424 U.S. 319 ( more ) 96 S. Ct. 893; 47 L. Ed. 2d 18 |
Case history | |
Prior | Eldridge v. Weinberger, 361 F. Supp. 520 (W.D. Va. 1973), affirmed, 493 F.2d 1230 (4th Cir. 1974), cert. granted, 419 U.S. 1104(1975). |
Holding | |
Due process does not require a Goldberg-type hearing prior to the termination of social security disability benefits on the ground that the worker is no longer disabled | |
Court membership | |
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Case opinions | |
Majority | Powell, joined by Burger, Stewart, White, Blackmun, Rehnquist |
Dissent | Brennan, joined by Marshall |
Stevens took no part in the consideration or decision of the case. | |
Laws applied | |
U.S. Const. amend. V |
Mathews v. Eldridge, 424 U.S. 319 (1976), is a case in which the United States Supreme Court held that individuals have a statutorily granted property right in Social Security benefits, and the termination of such benefits implicates due process but does not require a pre-termination hearing. The case is significant in the development of American administrative law.
Determining the constitutional sufficiency of administrative procedures, prior to the initial termination of benefits and pending review, requires consideration of three factors:
The Court determined that Social Security benefits are a statutorily-created property right and so implicate due process. [2]
However, after balancing the three factors, the Court ruled that the administrative procedures in place were constitutional and held that termination of Social Security benefits does not require a pre-termination hearing. See Mathews v. Eldridge, 424 U.S. 319, 347-49 (1976).
The Social Security Administration terminated Eldridge's benefits by its normal procedures. However, Eldridge was not provided with a hearing before the termination of his benefits in which he could argue for a continuation of the benefits. He sued even though he had not exhausted his post-termination administrative remedies. The district court held that the termination was unconstitutional, and the court of appeals affirmed.
The Supreme Court reversed and held that pre-termination hearing was not required.
A subpoena duces tecum, or subpoena for production of evidence, is a court summons ordering the recipient to appear before the court and produce documents or other tangible evidence for use at a hearing or trial. In some jurisdictions, it can also be issued by legislative bodies such as county boards of supervisors.
A Due Process Clause is found in both the Fifth and Fourteenth Amendments to the United States Constitution, which prohibit the deprivation of "life, liberty, or property" by the federal and state governments, respectively, without due process of law.
In law, a hearing is the formal examination of a case before a judge. It is a proceeding before a court or other decision-making body or officer, such as a government agency or a legislative committee.
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United States federal administrative law encompasses statutes, rules, judicial precedents, and executive orders, that together form administrative laws that define the extent of powers and responsibilities held by administrative agencies of the United States government, including executive departments and independent agencies. Because Congress, the president, and the federal courts have limited resources to address all issues, specialized powers are often delegated to a board, commission, office, or other agency. These administrative agencies oversee and monitor activities in complex areas, such as commercial aviation, medical device manufacturing, and securities markets.
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Arnett v. Kennedy, 416 U.S. 134 (1974), was a United States Supreme Court case in which the Court rejected a nonprobationary federal civil service employee's claim to a full hearing prior to dismissal over charges he had brought the government into disrepute by recklessly accusing a superior of corruption. The governing federal law prescribed not only grounds for removal but also removal procedures. The employee could only be removed for "cause," but the procedures did not provide for an adversarial hearing prior to termination. The Court also rejected the respondent's claim that his First Amendment rights were violated.
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