10 Cited authorities

Anderson v. Liberty Lobby, Inc.
477 U.S. 242 (1986) Cited 236,238 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 216,328 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 52,204 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
Little v. Liquid Air Corp.
37 F.3d 1069 (5th Cir. 1994) Cited 12,380 times 5 Legal Analyses
Holding that a mere scintilla of evidence does not create a genuine issue of material fact
Fuentes v. Perskie
32 F.3d 759 (3d Cir. 1994) Cited 3,766 times 2 Legal Analyses
Holding that a plaintiff can challenge a legitimate reason for an employment action by showing, inter alia, that the employer treated other, similarly situated persons not of her protected class more favorably
Ezold v. Wolf, Block, Schorr & Solis-Cohen
983 F.2d 509 (3d Cir. 1992) Cited 1,129 times 1 Legal Analyses
Holding that a single comment indicative of sex discrimination, made to the plaintiff five years before the adverse action at issue, was not, standing alone, sufficient to meet the plaintiff's burden at summary judgment, and explaining that "[s]tray remarks . . . by decisionmakers unrelated to the decision process are rarely given great weight, particularly if they were made temporally remote from the date of decision"
Gaul v. Lucent Technologies Inc.
134 F.3d 576 (3d Cir. 1998) Cited 691 times
Holding that an employee's request to be transferred away from co-workers who caused him stress was unreasonable as a matter of law because he failed to make a prima facie showing that his proposed accommodation was possible
Anderson v. Consolidated Rail Corp.
297 F.3d 242 (3d Cir. 2002) Cited 379 times
Holding that "to present a prima facie case raising an inference of age discrimination in a reduction in force situation, the plaintiff must show, as part of the fourth element [i.e., the causal link to discrimination], that the employer retained someone similarly situated to him who was sufficiently younger"
Christopher v. Adam's Mark Hotels
137 F.3d 1069 (8th Cir. 1998) Cited 87 times
Explaining that demonstrating pretext at the summary judgment stage “requires proof that the employer's articulated reason for the adverse employment action was false and that discrimination was the real reason”
Rule 56 - Summary Judgment
Fed. R. Civ. P. 56 Cited 328,775 times 158 Legal Analyses
Holding a party may move for summary judgment on any part of any claim or defense in the lawsuit

Mcmullen v. Carter

10 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 a mere scintilla of evidence does not create a genuine issue of material fact

Holding that a plaintiff can challenge a legitimate reason for an employment action by showing, inter alia, that the employer treated other, similarly situated persons not of her protected class more favorably

Holding that an employee's request to be transferred away from co-workers who caused him stress was unreasonable as a matter of law because he failed to make a prima facie showing that his proposed accommodation was possible

Explaining that demonstrating pretext at the summary judgment stage “requires proof that the employer's articulated reason for the adverse employment action was false and that discrimination was the real reason”

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