Gaul v. Lucent Technologies Inc.’s Empirical Analysis
134 F.3d 576 · 1998
Citation profile
32 federal appellate · 20 district · 14 state decisions
How this case has been cited
Cited by 191 later decisions — most recently October 2024 · most notably Taylor v. Phoenixville School District (1999), Smith v. Midland Brake, Inc. (1999)
32 federal appellate · 20 district · 14 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. § 1291 · 28 U.S.C. § 1331 · 28 U.S.C. § 1367 · 29 U.S.C. § 794 · 42 U.S.C. § 12101 (§ 2 of the Americans with Disabilities Act of 1990) · 42 U.S.C. § 12112 (§ 102 of the Americans with Disabilities Act of 1990)
Relies on Anderson v. Liberty Lobby, Inc. · School Board of Nassau County Florida v. H Arline · White v. York International Corp. · 1993-1 v. Petruzzi's Iga Supermarkets Inc · Bombard v. Fort Wayne Newspapers, Inc.
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 191 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“(1) he is a disabled person within the meaning of the ADA; (2) he is otherwise qualified to perform the essential functions of the job, with or without reasonable accommodations by the employer; and (3) he has suffered an otherwise adverse employment decision as a result of discrimination.”
11 later decisions quote this exact passage · from the majority“[a] two-part test is used to determine whether someone is a qualified individual with a disability. First, a court must consider whether the individual satisfies the prerequisites for the position, such as possessing the appropriate educational background, employment experience, skills, licenses, etc. Second, the court must consider whether or not the individual can perform the essential func tions of the position held or desired, with or without reasonable accommodation ... The burden is on the employee to prove that [s]he is an otherwise qualified individual.”
7 later decisions quote this exact passage · from the majority“A “qualified individual with a disability” is defined by the ADA as a person “with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires.” 42 U.S.C. § 12111 (8). A “disability” is defined as: “(A) a physical or mental impairment that substantially limits one or more of the major life activities of [an] individual; (B) a record of such impairment; or (C) being regarded as having such an impairment.” 42 U.S.C. § 12102 (2).”
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.