Mitchell v. Data General Corp.’s Empirical Analysis
12 F.3d 1310 · 1993
Citation profile
63 federal appellate · 57 district · 2 state decisions
How this case has been cited
Cited by 267 later decisions (1 by the Supreme Court) — most recently June 2021 · most notably O'CONNOR v. Consolidated Coin Caterers Corp. (1996), Combs v. Plantation Patterns (1997)
63 federal appellate · 57 district · 2 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 29 U.S.C. § 621 (§ 2 of the Age Discrimination in Employment Act of 1967) · 29 U.S.C. § 623 (§ 4 of the Age Discrimination in Employment Act of 1967)
Relies on Anderson v. Liberty Lobby, Inc. · McDonnell Douglas Corp. v. Green · St. Mary's Honor Center v. Hicks · Improvement Company v. Munson · Lovelace v. Sherwin-Williams Co.
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 267 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“(1) he was protected by the ADEA; (2) he was selected for discharge from a larger group of candidates; (3) he was performing at a level substantially equivalent to the lowest level of those of the group retained; and (4) the process of selection produced a residual work force including some persons in the group who were substantially younger than he and who were performing at a level lower than that at which he was performing.”
5 later decisions quote this exact passage · from the majority“To establish a prima facie case of age discrimination under the ADEA with circumstantial evidence, the plaintiff must prove a set of facts which would enable the fact-finder to conclude with reasonable probability that in the absence of any further explanation, the adverse employment action was the product of age discrimination.”
5 later decisions quote this exact passage · from the majority“(a) Employer Practices It shall be an unlawful employment practice for an employer— (1)to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin; or to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin.”
4 later decisions quote this exact passage · from the majority
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.