50 Cited authorities

  1. Anderson v. Liberty Lobby, Inc.

    477 U.S. 242 (1986)   Cited 198,832 times   22 Legal Analyses
    Holding that trial court shall grant a motion for summary judgment if there is no genuine issue for trial
  2. Reeves v. Sanderson Plumbing Prods., Inc.

    530 U.S. 133 (2000)   Cited 17,871 times   23 Legal Analyses
    Holding that, since the 58-year-old plaintiff was fired by his 60-year-old employer, there was an inference that "age discrimination was not the motive"
  3. St. Mary's Honor Ctr. v. Hicks

    509 U.S. 502 (1993)   Cited 10,998 times   8 Legal Analyses
    Holding that a legitimate nondiscriminatory reason proffered by employer is not "pretext for discrimination unless it is shown both that the reason was false and that discrimination was the real reason"
  4. Univ. of Tex. Sw. Med. Ctr. v. Nassar

    570 U.S. 338 (2013)   Cited 3,764 times   73 Legal Analyses
    Holding Title VII retaliation claims require a "but-for" causal connection between plaintiff's participation in a statutorily protected activity and employer's adverse action
  5. Harris v. Forklift Sys., Inc.

    510 U.S. 17 (1993)   Cited 10,290 times   17 Legal Analyses
    Holding that a plaintiff alleging a harassment claim must show that "the workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim's employment and create an abusive work environment"
  6. Faragher v. Boca Raton

    524 U.S. 775 (1998)   Cited 7,859 times   85 Legal Analyses
    Holding that our review must "filter out complaints attacking the ordinary tribulations of the workplace, such as the sporadic use of abusive language, gender-related jokes, and occasional teasing"
  7. Tex. Dept. of Cmty. Affairs v. Burdine

    450 U.S. 248 (1981)   Cited 17,984 times   9 Legal Analyses
    Holding that an employee may establish pretext "either directly, by persuading the court that a discriminatory reason more likely motivated the employer, or indirectly by showing that the employer's proffered explanation is unworthy of credence"
  8. Burlington Indus., Inc. v. Ellerth

    524 U.S. 742 (1998)   Cited 6,136 times   79 Legal Analyses
    Holding that when there has not been a tangible employment action, a defending employer may raise an affirmative defense to liability or damages "comprise[d] [of] two necessary elements: that the employer exercised reasonable care to prevent and correct promptly any sexually harassing behavior, and (b) that the plaintiff employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to avoid harm otherwise"
  9. Oncale v. Sundowner Offshore Servs., Inc.

    523 U.S. 75 (1998)   Cited 4,385 times   37 Legal Analyses
    Holding that "nothing in Title VII necessarily bars a claim of discrimination 'because of ... sex' merely because the plaintiff and the defendant ... are of the same sex"
  10. McNeil v. United States

    508 U.S. 106 (1993)   Cited 4,570 times
    Holding that an action must be dismissed when statutory exhaustion requirement was not met until after action was filed
  11. Rule 56 - Summary Judgment

    Fed. R. Civ. P. 56   Cited 270,521 times   115 Legal Analyses
    Holding a party may move for summary judgment on any part of any claim or defense in the lawsuit
  12. Section 1981 - Equal rights under the law

    42 U.S.C. § 1981   Cited 32,309 times   164 Legal Analyses
    Granting equal rights to "make and enforce contracts" without regard to race