39 Cited authorities

Clark Cty. Sch. Dist. v. Breeden
532 U.S. 268 (2001) Cited 5,364 times 12 Legal Analyses
Holding that the temporal proximity requirement to establish a prima facie case "between an employer's knowledge of protected activity and an adverse employment action as sufficient evidence" must be "very close"
Saint Francis Coll. v. Al-Khazraji
481 U.S. 604 (1987) Cited 1,162 times 6 Legal Analyses
Holding that discrimination “based on the fact that [plaintiff] was born an Arab, rather than solely on the place or nation of his origin” will support a § 1981 claim
Chapman v. AI Transport
229 F.3d 1012 (11th Cir. 2000) Cited 3,230 times
Holding that a district court must have and state a sound basis for doing so
Wilson v. B/E Aerospace, Inc.
376 F.3d 1079 (11th Cir. 2004) Cited 1,415 times
Holding a "comparator must be nearly identical to the plaintiff to prevent courts from second-guessing a reasonable decision by the employer."
Thomas v. Cooper Lighting
506 F.3d 1361 (11th Cir. 2007) Cited 965 times
Holding a three-month interval between the protected activity and termination alone is too attenuated, as a matter of law, to satisfy the causation element of a retaliation claim
Standard v. A.B.E.L. Services, Inc.
161 F.3d 1318 (11th Cir. 1998) Cited 1,241 times
Holding that a manager's comment that "older people have more go wrong" did not show age based discriminatory intent against the employee because the comment was too vague and the manager was not involved in the termination decision
Tomanovich v. City of Inidanapolis
457 F.3d 656 (7th Cir. 2006) Cited 673 times 1 Legal Analyses
Holding that an official complaint qualifies as a statutorily protected activity if the complaint "indicate the discrimination occurred because of sex" or another protected class
Vessels v. Atlanta Indep. Sch. Sys.
408 F.3d 763 (11th Cir. 2005) Cited 630 times 1 Legal Analyses
Holding that where an employer uses informal procedures to identify candidates, instead of formally applying, a plaintiff need only demonstrate that the employer had some reason to know of his interest in the position
Porter v. Ray
461 F.3d 1315 (11th Cir. 2006) Cited 572 times
Finding no due process violation when the Georgia Parole Board recalculated inmates' TPMs because the system did not "establish[] a legitimate expectation of parole"
Earley v. Champion Intern. Corp.
907 F.2d 1077 (11th Cir. 1990) Cited 962 times
Holding a position was eliminated when most of the work was transferred to a computerized inventory control system
Rule 56 - Summary Judgment
Fed. R. Civ. P. 56 Cited 328,775 times 158 Legal Analyses
Holding a party may move for summary judgment on any part of any claim or defense in the lawsuit
Section 1981 - Equal rights under the law
42 U.S.C. § 1981 Cited 37,882 times 236 Legal Analyses
Granting equal rights to "make and enforce contracts" without regard to race
Section 2000e-3 - Other unlawful employment practices
42 U.S.C. § 2000e-3 Cited 14,430 times 43 Legal Analyses
Prohibiting retaliation against employees who "oppos[e] any [unlawful] practice"

Azziz v. Price Waterhouse Coopers, LLP

39 Cited authorities

Holding that the temporal proximity requirement to establish a prima facie case "between an employer's knowledge of protected activity and an adverse employment action as sufficient evidence" must be "very close"

Holding that discrimination “based on the fact that [plaintiff] was born an Arab, rather than solely on the place or nation of his origin” will support a § 1981 claim

Holding that a district court must have and state a sound basis for doing so

Holding a "comparator must be nearly identical to the plaintiff to prevent courts from second-guessing a reasonable decision by the employer."

Holding a three-month interval between the protected activity and termination alone is too attenuated, as a matter of law, to satisfy the causation element of a retaliation claim

Holding that a manager's comment that "older people have more go wrong" did not show age based discriminatory intent against the employee because the comment was too vague and the manager was not involved in the termination decision

Holding that an official complaint qualifies as a statutorily protected activity if the complaint "indicate the discrimination occurred because of sex" or another protected class

Holding that where an employer uses informal procedures to identify candidates, instead of formally applying, a plaintiff need only demonstrate that the employer had some reason to know of his interest in the position

Finding no due process violation when the Georgia Parole Board recalculated inmates' TPMs because the system did not "establish[] a legitimate expectation of parole"

Holding a position was eliminated when most of the work was transferred to a computerized inventory control system

Holding a party may move for summary judgment on any part of any claim or defense in the lawsuit

Granting equal rights to "make and enforce contracts" without regard to race

Prohibiting retaliation against employees who "oppos[e] any [unlawful] practice"