40 Cited authorities

Reeves v. Sanderson Plumbing Prods., Inc.
530 U.S. 133 (2000) Cited 21,187 times 22 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"
US Airways, Inc. v. Barnett
535 U.S. 391 (2002) Cited 1,076 times 29 Legal Analyses
Holding that "reasonable accommodation" in ADA means more than just effective accommodation
Smith v. Lockheed-Martin Corp.
644 F.3d 1321 (11th Cir. 2011) Cited 1,030 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"
Aka v. Washington Hospital Center
156 F.3d 1284 (D.C. Cir. 1998) Cited 1,145 times 8 Legal Analyses
Holding that "a plaintiff's discrediting of an employer's stated reason for its employment decision is entitled to considerable weight"
Rioux v. City of Atlanta
520 F.3d 1269 (11th Cir. 2008) Cited 654 times 3 Legal Analyses
Holding that the plaintiff established a prima facie case of racial discrimination when he did not present evidence of a comparator but presented other circumstantial evidence that was sufficient
Maniccia v. Brown
171 F.3d 1364 (11th Cir. 1999) Cited 733 times
Holding that a female employee was not similarly situated to three male employees because, inter alia, the male employees were involved in only a single incident of alleged misconduct, while the female employee committed "at least four policy violations"
Rojas v. Florida
285 F.3d 1339 (11th Cir. 2002) Cited 633 times
Holding that a discriminatory comment that was isolated and unrelated to the termination decision was insufficient to establish a material fact as to the employer's discriminatory intent
Holly v. Clairson Indus
492 F.3d 1247 (11th Cir. 2007) Cited 471 times 1 Legal Analyses
Holding that an employer cannot simply assert that a function is essential to “avoid the clear congressional mandate that employers mak[e] reasonable accommodations”
NIX v. WLCY RADIO/RAHALL COMMUNICATIONS
738 F.2d 1181 (11th Cir. 1984) Cited 916 times
Holding an employee may be fired "for good reason, bad reason, reason based on erroneous facts, or no reason at all, so long as its action is not for a discriminatory reason"
Rudin v. Lincoln Land Cmty. Coll.
420 F.3d 712 (7th Cir. 2005) Cited 425 times
Holding that abandonment of hiring policies supported inference of discrimination in Title VII case
Section 12112 - Discrimination
42 U.S.C. § 12112 Cited 13,600 times 159 Legal Analyses
Recognizing failure to accommodate as form of discrimination
Section 12102 - Definition of disability
42 U.S.C. § 12102 Cited 10,850 times 40 Legal Analyses
Recognizing ADA claim where plaintiff is "regarded as" disabled
Section 12111 - Definitions
42 U.S.C. § 12111 Cited 8,054 times 60 Legal Analyses
Adopting the definition of "person" in 42 U.S.C. § 2000e for purposes of Title I of the ADA
Section 1630.2 - Definitions
29 C.F.R. § 1630.2 Cited 8,358 times 141 Legal Analyses
Holding that major life activity is substantially limited if plaintiff is "significantly restricted in the ability to perform either a class of jobs or a broad range of jobs in various classes as compared to the average person having comparable training, skills and abilities"
Section 1630.9 - Not making reasonable accommodation
29 C.F.R. § 1630.9 Cited 464 times 6 Legal Analyses
Providing that if an “individual rejects a reasonable accommodation . . . and cannot, as a result of that rejection, perform the essential functions of the position, the individual will not be considered qualified”
Section 1630.1 - Purpose, applicability, and construction
29 C.F.R. § 1630.1 Cited 210 times 1 Legal Analyses
Noting "broad scope of protection under the ADA" and that "question of whether an individual meets the definition of disability under this part should not demand extensive analysis"

Choice v. Csx Transportation

40 Cited authorities

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"

Holding that "reasonable accommodation" in ADA means more than just effective accommodation

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 "a plaintiff's discrediting of an employer's stated reason for its employment decision is entitled to considerable weight"

Holding that the plaintiff established a prima facie case of racial discrimination when he did not present evidence of a comparator but presented other circumstantial evidence that was sufficient

Holding that a female employee was not similarly situated to three male employees because, inter alia, the male employees were involved in only a single incident of alleged misconduct, while the female employee committed "at least four policy violations"

Holding that a discriminatory comment that was isolated and unrelated to the termination decision was insufficient to establish a material fact as to the employer's discriminatory intent

Holding that an employer cannot simply assert that a function is essential to “avoid the clear congressional mandate that employers mak[e] reasonable accommodations”

Holding an employee may be fired "for good reason, bad reason, reason based on erroneous facts, or no reason at all, so long as its action is not for a discriminatory reason"

Holding that abandonment of hiring policies supported inference of discrimination in Title VII case

Recognizing failure to accommodate as form of discrimination

Recognizing ADA claim where plaintiff is "regarded as" disabled

Adopting the definition of "person" in 42 U.S.C. § 2000e for purposes of Title I of the ADA

Holding that major life activity is substantially limited if plaintiff is "significantly restricted in the ability to perform either a class of jobs or a broad range of jobs in various classes as compared to the average person having comparable training, skills and abilities"

Providing that if an “individual rejects a reasonable accommodation . . . and cannot, as a result of that rejection, perform the essential functions of the position, the individual will not be considered qualified”

Noting "broad scope of protection under the ADA" and that "question of whether an individual meets the definition of disability under this part should not demand extensive analysis"