Morrison v. Carleton Woolen Mills, Inc.’s Empirical Analysis
108 F.3d 429 · 1997
Citation profile
25 federal appellate · 33 district · 4 state decisions
How this case has been cited
Cited by 69 later decisions (1 by the Supreme Court) — most recently July 2018 · most notably Faragher v. City of Boca Raton (1998), Higgins v. New Balance Athletic Shoe, Inc. (1999)
25 federal appellate · 33 district · 4 state decisions
Later decisions citing this case, by decade. The current decade is in progress, and our corpus holds fewer opinions from the most recent years, so the latest bars are undercounted — not a real decline.
Relationships
Applies 28 U.S.C. § 636 · 42 U.S.C. § 12101 (§ 2 of the Americans with Disabilities Act of 1990) · 42 U.S.C. § 1981A · 42 U.S.C. § 2000E (§ 701 of the Title VII of the Civil Rights Act of 1964) · 42 U.S.C. § 2000E (§ 704 of the Title VII of the Civil Rights Act of 1964) · 42 U.S.C. § 2000E (§ 706 of the Title VII of the Civil Rights Act of 1964)
Relies on Harris v. Forklift Systems, Inc. · Meritor Savings Bank, FSB v. Vinson · Landgraf v. USI Film Products · Tomka v. Seiler Corp. · Kost v. Kozakiewicz
Most-quoted passages
The sentences later courts lift from this opinion, ranked by how many decisions quote each — the parts of the opinion doing the work. These counts are smaller than the citation total above because most of the 69 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“‘It shall be an unlawful employment practice for an employer ... to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to [her] compensation, terms, conditions, or privileges of employment, because of such individual’s ... sex.’”
3 later decisions quote this exact passage“in the light most favorable to the nonmoving party, drawing all reasonable inferences in its favor.”
2 later decisions quote this exact passage“[Courts] accept that many different forms of offensive behavior may be included within the definition of hostile environment sexual harassment. However, the overtones of such behavior must be, at the very least, sex-based, so as to be a recognizable form of sex discrimination. Merely because a supervisor is overbearing or fellow employees unsociable and hard to get along with, does not suffice unless underlying motives of a sexual or gender discriminatory nature are implicated.”
1 later decision quote this exact passage
How this case has been treated — in progress
Whether each later court followed, distinguished, criticized, or overruled this decision. The treatment classification (task #35) runs highest-cited cases first and lights up here as it reaches this one.