36 Cited authorities

Anderson v. Liberty Lobby, Inc.
477 U.S. 242 (1986) Cited 236,049 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"
Celotex Corp. v. Catrett
477 U.S. 317 (1986) Cited 216,170 times 40 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"
McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 52,162 times 95 Legal Analyses
Holding in employment discrimination case that statistical evidence of employer's general policy and practice may be relevant circumstantial evidence of discriminatory intent behind individual employment decision
Watson v. Fort Worth Bank Tr.
487 U.S. 977 (1988) Cited 1,375 times 7 Legal Analyses
Holding that plaintiff has burden to show that a particular employment practice "caused the exclusion of applicants for jobs or promotions because of their membership in a protected group"
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."
Smith v. Lockheed-Martin Corp.
644 F.3d 1321 (11th Cir. 2011) Cited 1,020 times 3 Legal Analyses
Holding that the plaintiff in a Title VII employment discrimination case must present "circumstantial evidence that creates a triable issue concerning the [defendant's] discriminatory intent"
Combs v. Plantation Patterns
106 F.3d 1519 (11th Cir. 1997) Cited 1,724 times
Holding that the defendant was entitled to judgment as a matter of law because the plaintiff "failed to produce evidence sufficient to permit a reasonable juror to reject as spurious [the defendant's] explanation that it promoted [another employee] instead of [the plaintiff] to supervisor because [the other employee] had superior supervisory experience"
Goldsmith v. Elevator Co.
513 F.3d 1261 (11th Cir. 2008) Cited 728 times 2 Legal Analyses
Holding that co-worker testimony that an employer retaliated and discriminated against them is admissible under Fed. R. Evid. 404(b) to prove the same decisionmaker's motive, intent, or plan to discriminate or retaliate against the plaintiff
Brown v. Alabama Department of Transportation
597 F.3d 1160 (11th Cir. 2010) Cited 488 times 3 Legal Analyses
Holding that a three month timespan between the protected activity and the adverse action was too long
Avirgan v. Hull
932 F.2d 1572 (11th Cir. 1991) Cited 792 times
Holding that a party cannot satisfy its burden at summary judgment by relying on legal conclusions or conclusory allegations
Rule 56 - Summary Judgment
Fed. R. Civ. P. 56 Cited 328,503 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 37,852 times 235 Legal Analyses
Granting equal rights to "make and enforce contracts" without regard to race

Bullington v. Jefferson Southern Corporation

36 Cited authorities

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 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 in employment discrimination case that statistical evidence of employer's general policy and practice may be relevant circumstantial evidence of discriminatory intent behind individual employment decision

Holding that plaintiff has burden to show that a particular employment practice "caused the exclusion of applicants for jobs or promotions because of their membership in a protected group"

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

Holding that the plaintiff in a Title VII employment discrimination case must present "circumstantial evidence that creates a triable issue concerning the [defendant's] discriminatory intent"

Holding that co-worker testimony that an employer retaliated and discriminated against them is admissible under Fed. R. Evid. 404(b) to prove the same decisionmaker's motive, intent, or plan to discriminate or retaliate against the plaintiff

Holding that a three month timespan between the protected activity and the adverse action was too long

Holding that a party cannot satisfy its burden at summary judgment by relying on legal conclusions or conclusory allegations

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