51 Cited authorities

Celotex Corp. v. Catrett
477 U.S. 317 (1986) Cited 217,036 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"
Reeves v. Sanderson Plumbing Prods., Inc.
530 U.S. 133 (2000) Cited 21,172 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"
Chevron U.S.A. v. Natural Res. Def. Council
467 U.S. 837 (1984) Cited 16,040 times 505 Legal Analyses
Holding that courts "must give effect to the unambiguously expressed intent of Congress"
Kolstad v. Am. Dental Assn
527 U.S. 526 (1999) Cited 1,463 times 11 Legal Analyses
Holding that an employer may avoid punitive damages under § 1981a if it has made good-faith efforts to prevent discrimination in the workplace
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
Udall v. Tallman
380 U.S. 1 (1965) Cited 2,157 times 1 Legal Analyses
Holding that when a regulation must be interpreted, “a court must necessarily look to the administrative construction of the regulation if the meaning of the words used is in doubt”
Trans World Airlines, Inc. v. Hardison
432 U.S. 63 (1977) Cited 759 times 62 Legal Analyses
Holding that to leave the employershort-handed would involve costs to the employer “in the form of lost efficiency”
Monette v. Electronic Data Systems Corp.
90 F.3d 1173 (6th Cir. 1996) Cited 1,515 times 1 Legal Analyses
Holding that the plaintiff's burden in an ADA case is to prove that the employer's explanation is a pretext for unlawful discrimination
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"
Feist v. State
730 F.3d 450 (5th Cir. 2013) Cited 611 times 7 Legal Analyses
Holding that the plaintiff did not have to show "a nexus" between her requested accommodation — a free, on-site parking space — and the essential functions of her job as an assistant attorney general
Rule 56 - Summary Judgment
Fed. R. Civ. P. 56 Cited 329,940 times 158 Legal Analyses
Holding a party may move for summary judgment on any part of any claim or defense in the lawsuit
Section 12101 - Findings and purpose
42 U.S.C. § 12101 Cited 23,475 times 65 Legal Analyses
Finding a pattern of " unnecessary discrimination and prejudice" that "costs the United States billions of dollars in unnecessary expenses resulting from dependency and nonproductivity"
Section 12111 - Definitions
42 U.S.C. § 12111 Cited 8,048 times 60 Legal Analyses
Adopting the definition of "person" in 42 U.S.C. § 2000e for purposes of Title I of the ADA
Section 1981a - Damages in cases of intentional discrimination in employment
42 U.S.C. § 1981a Cited 4,164 times 55 Legal Analyses
Finding that "additional remedies under Federal law are needed to deter unlawful harassment and intentional discrimination in the workplace"
Section 12113 - Defenses
42 U.S.C. § 12113 Cited 403 times 16 Legal Analyses
Providing an employer may have "a requirement that an individual shall not pose a direct threat to the health or safety of other individuals in the workplace"
Section 1630.2 - Definitions
29 C.F.R. § 1630.2 Cited 8,354 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 1602.14 - Preservation of records made or kept
29 C.F.R. § 1602.14 Cited 163 times 10 Legal Analyses
Exempting "seasonal" jobs from certain recordkeeping requirements

Equal Employment Opportunity Commission v. Methodist Hospitals of Dallas

51 Cited authorities

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 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 courts "must give effect to the unambiguously expressed intent of Congress"

Holding that an employer may avoid punitive damages under § 1981a if it has made good-faith efforts to prevent discrimination in the workplace

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

Holding that when a regulation must be interpreted, “a court must necessarily look to the administrative construction of the regulation if the meaning of the words used is in doubt”

Holding that to leave the employershort-handed would involve costs to the employer “in the form of lost efficiency”

Holding that the plaintiff's burden in an ADA case is to prove that the employer's explanation is a pretext for unlawful discrimination

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 did not have to show "a nexus" between her requested accommodation — a free, on-site parking space — and the essential functions of her job as an assistant attorney general

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

Finding a pattern of " unnecessary discrimination and prejudice" that "costs the United States billions of dollars in unnecessary expenses resulting from dependency and nonproductivity"

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

Finding that "additional remedies under Federal law are needed to deter unlawful harassment and intentional discrimination in the workplace"

Providing an employer may have "a requirement that an individual shall not pose a direct threat to the health or safety of other individuals in the workplace"

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"

Exempting "seasonal" jobs from certain recordkeeping requirements