Complainant v. Jeh Johnson, Secretary, Department of Homeland Security (Immigration and Customs Enforcement), Agency.

11 Cited authorities

Anderson v. Liberty Lobby, Inc.
477 U.S. 242 (1986) Cited 243,214 times 39 Legal Analyses
Holding that summary judgment is appropriate when the evidence is "so one-sided that one party must prevail as a matter of law"
Celotex Corp. v. Catrett
477 U.S. 317 (1986) Cited 222,322 times 41 Legal Analyses
Holding that a movant's summary judgment motion should be granted "against a [nonmovant] who fails to make a showing sufficient to establish the existence of an element essential to that party's case, and on which that party will bear the burden of proof at trial"
Harris v. Forklift Sys., Inc.
510 U.S. 17 (1993) Cited 12,763 times 23 Legal Analyses
Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"
Spriggs v. Diamond Auto Glass
242 F.3d 179 (4th Cir. 2001) Cited 1,049 times 1 Legal Analyses
Holding that a reasonable jury could find that an African-American plaintiff was subject to a hostile work environment where he was continuously exposed to racist comments by his supervisor
Jackson v. Quanex Corp.
191 F.3d 647 (6th Cir. 1999) Cited 570 times
Holding that when the employer knew about complaints but “made no effort to discover the perpetrators” of harassment, the employer's response was not reasonably calculated to end the harassment
Henson v. City of Dundee
682 F.2d 897 (11th Cir. 1982) Cited 984 times 1 Legal Analyses
Holding that where a supervisor makes sexual overtures to employees of both genders, or where the conduct is equally offensive to male and female workers, the conduct may be actionable under state law, but it is not actionable as harassment under Title VII because men and women are accorded like treatment
Rodgers v. Western Southern Life Ins. Co.
12 F.3d 668 (7th Cir. 1993) Cited 403 times 3 Legal Analyses
Holding that cumulative weight of several "isolated" racial comments must be considered by the court
Oliver v. Digital Equipment Corp.
846 F.2d 103 (1st Cir. 1988) Cited 413 times
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
Carter v. Chrysler Corp.
173 F.3d 693 (8th Cir. 1999) Cited 285 times
Holding that use of sexual epithets is evidence of sexual harassment when co-employee claims he used sexual epithets because plaintiff dressed provocatively and put "her ass up in our faces"
Redman v. Warrener
516 F.2d 766 (1st Cir. 1975) Cited 16 times
In Redman v. Warrener, 516 F.2d 766, 768 (1st Cir. 1975), we admonished: "Summary judgment is not to be turned into a trial by affidavit."
Section 2000e-16 - Employment by Federal Government
42 U.S.C. § 2000e-16 Cited 5,062 times 20 Legal Analyses
Adopting provisions of § 2000e-5(f)-(k), including that "[e]ach United States district court . . . shall have jurisdiction of actions brought under this subchapter"

Complainant v. Jeh Johnson, Secretary, Department of Homeland Security (Immigration and Customs Enforcement), Agency.

11 Cited authorities

Holding that summary judgment is appropriate when the evidence is "so one-sided that one party must prevail as a matter of law"

Holding that a movant's summary judgment motion should be granted "against a [nonmovant] who fails to make a showing sufficient to establish the existence of an element essential to that party's case, and on which that party will bear the burden of proof at trial"

Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"

Holding that a reasonable jury could find that an African-American plaintiff was subject to a hostile work environment where he was continuously exposed to racist comments by his supervisor

Holding that when the employer knew about complaints but “made no effort to discover the perpetrators” of harassment, the employer's response was not reasonably calculated to end the harassment

Holding that cumulative weight of several "isolated" racial comments must be considered by the court

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

Holding that use of sexual epithets is evidence of sexual harassment when co-employee claims he used sexual epithets because plaintiff dressed provocatively and put "her ass up in our faces"

In Redman v. Warrener, 516 F.2d 766, 768 (1st Cir. 1975), we admonished: "Summary judgment is not to be turned into a trial by affidavit."

Adopting provisions of § 2000e-5(f)-(k), including that "[e]ach United States district court . . . shall have jurisdiction of actions brought under this subchapter"