31 Cited authorities

Burlington N. & Santa Fe Ry. Co. v. White
548 U.S. 53 (2006) Cited 11,784 times 104 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 5,507 times 78 Legal Analyses
Holding that a plaintiff must establish but-for causation in a Title VII retaliation claim
McDonnell Douglas Corp. v. Green
411 U.S. 792 (1973) Cited 53,667 times 99 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
Harris v. Forklift Sys., Inc.
510 U.S. 17 (1993) Cited 12,777 times 23 Legal Analyses
Holding that "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"
Faragher v. Boca Raton
524 U.S. 775 (1998) Cited 9,559 times 101 Legal Analyses
Holding that, to be actionable, the alleged conduct "must be extreme" and "the sporadic use of abusive language, gender-related jokes, and occasional teasing" are not enough
Burlington Indus., Inc. v. Ellerth
524 U.S. 742 (1998) Cited 7,276 times 93 Legal Analyses
Holding that an employer is not liable for a hostile work environment created by one of its employees when "the employer exercised reasonable care to prevent and correct promptly any sexually harassing behavior, and . . . the plaintiff employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to avoid harm otherwise"
Holifield v. Reno
115 F.3d 1555 (11th Cir. 1997) Cited 1,987 times
Holding that in order to make a valid comparison as part of her prima facie case, the plaintiff must show that she and the comparator are "similarly situated in all relevant respects"
Wilson v. B/E Aerospace, Inc.
376 F.3d 1079 (11th Cir. 2004) Cited 1,430 times
Holding a "comparator must be nearly identical to the plaintiff to prevent courts from second-guessing a reasonable decision by the employer."
Crawford v. Carroll
529 F.3d 961 (11th Cir. 2008) Cited 1,231 times 4 Legal Analyses
Holding that an unfavorable performance review that prevented an employee from receiving a merit pay increase constituted adverse employment action for a retaliation claim
Thomas v. Cooper Lighting
506 F.3d 1361 (11th Cir. 2007) Cited 1,022 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
Section 2000e-16 - Employment by Federal Government
42 U.S.C. § 2000e-16 Cited 5,067 times 20 Legal Analyses
Adopting provisions of § 2000e-5(f)-(k), including that "[e]ach United States district court . . . shall have jurisdiction of actions brought under this subchapter"

Marks v. Secretary of Veterans Affairs

31 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 a plaintiff must establish but-for causation in a Title VII retaliation claim

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 "no single factor is required" to show a hostile work environment, including "whether [the acts are] physically threatening"

Holding that, to be actionable, the alleged conduct "must be extreme" and "the sporadic use of abusive language, gender-related jokes, and occasional teasing" are not enough

Holding that in order to make a valid comparison as part of her prima facie case, the plaintiff must show that she and the comparator are "similarly situated in all relevant respects"

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

Holding that an unfavorable performance review that prevented an employee from receiving a merit pay increase constituted adverse employment action for a retaliation claim

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

Adopting provisions of § 2000e-5(f)-(k), including that "[e]ach United States district court . . . shall have jurisdiction of actions brought under this subchapter"