156 F. App'x 571 - Webster v. Rumsfeld’s Empirical Analysis

Citation profile

2 district ·

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 5 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.

1. ““An adverse employment action is a discriminatory act which adversely affects the terms, conditions, or benefits of the plaintiffs employment. Conduct short of ultimate employment decisions can constitute adverse employment action.” James v. Booz-Allen & Hamilton, Inc., 368 F.3d 371, 375-76 (4th Cir.2004). “A tangible employment action constitutes a significant change in employment status, such as hiring, firing, failing to promote, reassignment with significantly different responsibilities, or a decision causing a significant change in benefits.” Burlington Indust., Inc. v. Ellerth, 524 U.S. 742 , 118 S.Ct. 2257 , 141 L.Ed.2d 633 (1998). (Emphasis added). Thus, a reassignment can “form the basis of a valid Title VII claim if the plaintiff can show that the reassignment had some significant detrimental effect.” Boone v. Goldin, 178 F.3d 253, 256 (4th Cir.1999). However, a mere change in an employee’s job assignment, even if “less appealing to the employee, ... does not constitute adverse employment action.” Booz-Allen, 368 F.3d at 376 . “Absent any decrease in compensation, job title, level of responsibility, or opportunity for promotion, reassignment to a new position commensurate with one’s salary level does not constitute an adverse employment action even if the new job does cause some modest stress not present in the old position.” Id. (emphasis added).”

   1 later decision quote this exact passage · from the majority
   e.g. 479 F. Supp. 2d 551 - Bickford v. Denmark Technical College