80 Cited authorities

Burlington N. & Santa Fe Ry. Co. v. White
548 U.S. 53 (2006) Cited 11,237 times 103 Legal Analyses
Holding that a jury could find a reassignment from a position with "an indication of prestige" to one involving less desirable responsibilities "would have been materially adverse to a reasonable employee"
Univ. of Tex. Sw. Med. Ctr. v. Nassar
570 U.S. 338 (2013) Cited 5,208 times 78 Legal Analyses
Holding that application of the " ‘because’ of" requirement of Title VII's antiretaliation provision requires proof of "but-for" causation
McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 52,185 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
St. Mary's Honor Ctr. v. Hicks
509 U.S. 502 (1993) Cited 12,256 times 8 Legal Analyses
Holding that a trier of fact may infer discrimination upon rejecting an employer's proffered reason for termination
Tex. Dept. of Cmty. Affairs v. Burdine
450 U.S. 248 (1981) Cited 19,944 times 9 Legal Analyses
Holding in the Title VII context that the plaintiff's prima facie case creates "a legally mandatory, rebuttable presumption" that shifts the burden of proof to the employer, and "if the employer is silent in the face of the presumption, the court must enter judgment for the plaintiff"
Clark Cty. Sch. Dist. v. Breeden
532 U.S. 268 (2001) Cited 5,361 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"
Jones v. R.R. Donnelley Sons Co.
541 U.S. 369 (2004) Cited 1,707 times 3 Legal Analyses
Holding that four-year statute of limitations applies to § 1981 claim "made possible by" the 1991 amendments
Patterson v. McLean Credit Union
491 U.S. 164 (1989) Cited 2,379 times 8 Legal Analyses
Holding that a hostile work environment discrimination claim is not actionable under § 1981
Chapman v. AI Transport
229 F.3d 1012 (11th Cir. 2000) Cited 3,229 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."
Section 1983 - Civil action for deprivation of rights
42 U.S.C. § 1983 Cited 486,625 times 688 Legal Analyses
Holding liable any state actor who "subjects, or causes [a person] to be subjected" to a constitutional violation
Rule 56 - Summary Judgment
Fed. R. Civ. P. 56 Cited 328,637 times 158 Legal Analyses
Holding a party may move for summary judgment on any part of any claim or defense in the lawsuit
Rule 15 - Amended and Supplemental Pleadings
Fed. R. Civ. P. 15 Cited 90,478 times 91 Legal Analyses
Finding that, per N.Y. C.P.L.R. § 1024, New York law provides a more forgiving principle for relation back in the context of naming John Doe defendants described with particularity in the complaint

Duncan v. State of Alabama, et Al.

80 Cited authorities

Holding that a jury could find a reassignment from a position with "an indication of prestige" to one involving less desirable responsibilities "would have been materially adverse to a reasonable employee"

Holding that application of the " ‘because’ of" requirement of Title VII's antiretaliation provision requires proof of "but-for" causation

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 a trier of fact may infer discrimination upon rejecting an employer's proffered reason for termination

Holding in the Title VII context that the plaintiff's prima facie case creates "a legally mandatory, rebuttable presumption" that shifts the burden of proof to the employer, and "if the employer is silent in the face of the presumption, the court must enter judgment for the plaintiff"

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 four-year statute of limitations applies to § 1981 claim "made possible by" the 1991 amendments

Holding that a hostile work environment discrimination claim is not actionable under § 1981

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 liable any state actor who "subjects, or causes [a person] to be subjected" to a constitutional violation

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

Finding that, per N.Y. C.P.L.R. § 1024, New York law provides a more forgiving principle for relation back in the context of naming John Doe defendants described with particularity in the complaint