Roberta R. Gatie, Complainant, v. Richard J. Danzig, Secretary, Department of the Navy, Agency.

15 Cited authorities

Harris v. Forklift Sys., Inc.
510 U.S. 17 (1993) Cited 12,540 times 23 Legal Analyses
Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"
Sutton v. United Air Lines, Inc.
527 U.S. 471 (1999) Cited 2,906 times 12 Legal Analyses
Holding that " person whose physical or mental impairment is corrected by medication or other measures does not have an impairment that presently 'substantially limits' a major life activity."
Bragdon v. Abbott
524 U.S. 624 (1998) Cited 1,656 times 5 Legal Analyses
Holding that DOJ's administrative guidance on ADA compliance is entitled to deference
Cleveland v. Policy Management Systems Corp.
526 U.S. 795 (1999) Cited 873 times 1 Legal Analyses
Holding that in order to discredit an affidavit at summary judgment, it must, for example, "flatly contradict that party's earlier sworn deposition"
Albertsons, Inc. v. Kirkingburg
527 U.S. 555 (1999) Cited 686 times 3 Legal Analyses
Holding that although vision-impaired individuals may not have "an onerous burden" in demonstrating disability and "ordinarily will meet the [ADA]'s definition of disability," they must still offer evidence of "limitation in terms of their own experience"
Murphy v. United Parcel Service, Inc.
527 U.S. 516 (1999) Cited 504 times 5 Legal Analyses
Holding that the "determination of [a person's] disability is made with reference to the mitigating measures he employs."
Manoharan v. Columbia University College of Physicians & Surgeons
842 F.2d 590 (2d Cir. 1988) Cited 552 times
Holding that plaintiff could not have held a reasonable belief where he "neither pointed out discrimination against particular individuals nor discriminatory practices by [the employer]"
Wrenn v. Gould
808 F.2d 493 (6th Cir. 1987) Cited 447 times
Holding that an employer can consider factors external to a job description when selecting among qualified candidates
Sanders v. Arneson Products, Inc.
91 F.3d 1351 (9th Cir. 1996) Cited 247 times 1 Legal Analyses
Holding that temporary injuries with minimal lasting effects are not generally disabilities actionable under the ADA
Prewitt v. United States Postal Service
662 F.2d 292 (5th Cir. 1981) Cited 292 times
Concluding in a Rehabilitation Act case involving employment discrimination that the employer has the burden of persuasion on the issue of reasonable accommodation
Appendix to Part 1630 - Interpretive Guidance on Title I of the Americans With Disabilities Act
29 C.F.R. § 1630, app to Part 1630 Cited 869 times 8 Legal Analyses
Determining whether an individual is substantially limited in a major life activity entails the nature and severity of the impairment; the duration or expected duration of the impairment; and the permanent or long term impact

Roberta R. Gatie, Complainant, v. Richard J. Danzig, Secretary, Department of the Navy, Agency.

15 Cited authorities

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

Holding that " person whose physical or mental impairment is corrected by medication or other measures does not have an impairment that presently 'substantially limits' a major life activity."

Holding that DOJ's administrative guidance on ADA compliance is entitled to deference

Holding that in order to discredit an affidavit at summary judgment, it must, for example, "flatly contradict that party's earlier sworn deposition"

Holding that although vision-impaired individuals may not have "an onerous burden" in demonstrating disability and "ordinarily will meet the [ADA]'s definition of disability," they must still offer evidence of "limitation in terms of their own experience"

Holding that the "determination of [a person's] disability is made with reference to the mitigating measures he employs."

Holding that plaintiff could not have held a reasonable belief where he "neither pointed out discrimination against particular individuals nor discriminatory practices by [the employer]"

Holding that an employer can consider factors external to a job description when selecting among qualified candidates

Holding that temporary injuries with minimal lasting effects are not generally disabilities actionable under the ADA

Concluding in a Rehabilitation Act case involving employment discrimination that the employer has the burden of persuasion on the issue of reasonable accommodation

Determining whether an individual is substantially limited in a major life activity entails the nature and severity of the impairment; the duration or expected duration of the impairment; and the permanent or long term impact