477 U.S. 242 (1986) Cited 237,290 times 38 Legal Analyses
Holding that summary judgment is not appropriate if "the dispute about a material fact is ‘genuine,’ that is, if the evidence is such that a reasonable jury could return a verdict for the nonmoving party"
Holding that discharge over two and one half years after employee filed EEOC complaint was insufficient showing of retaliation to avoid summary judgment for employer
Finding that plaintiff, who was a temporary casual employee, was not similarly situated to other employees, career employees who were subject to a different disciplinary system