Jordan v. Summers’s Empirical Analysis
205 F.3d 337 · 2000
Citation profile
36 federal appellate · 8 district ·
How this case has been cited
Cited by 138 later decisions — most recently July 2022 · most notably Burks v. Wisconsin Department of Transportation (2006), Price v. Thompson (2004)
36 federal appellate · 8 district ·
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
Relies on Celotex Corporation v. Catrett H · McDonnell Douglas Corp. v. Green · Johnson v. City of Fort Wayne · Drake v. Minnesota Mining & Manufacturing Co. · Walter v. Fiorenzo
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 138 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“mistaken, ill-considered or foolish, [but] so long as [the employer] honestly believed those reasons, pretext has not been shown.”
7 later decisions quote this exact passage · from the majority“It is well established that a private-sector employee has no cause of action against the EEOC for its failure to process a charge of discrimination. See McCottrell v. EEOC, 726 F.2d 350, 351 (7th Cir.1984) (“It is settled law, in this and other circuits, that Title VII does not provide either an express or implied cause of action against the EEOC to challenge its investigation and processing of a charge.”). See also Smith v. Casellas, 119 F.3d 33, 34 (D.C.Cir.1997); Baba v. Japan Travel Bureau Int’l, Inc., 111 F.3d 2 , 5-6 (2d Cir.1997); Scheerer v. Rose State College, 950 F.2d 661, 663 (10th Cir.1991); Ward v. EEOC, 719 F.2d 311, 313 (9th Cir.1983).... The proper course for a private plaintiff whose claim the EEOC mishandled is to bring a lawsuit against the plaintiffs employer on the merits, not one against the EEOC. See McCottrell, 726 F.2d at 352 . A similar rule is warranted here. Jordan presents no persuasive reason why she, as a federal employee, should be given an implied failure-to-process cause of action under Title VII that has been consistently denied to private plaintiffs. And even if the EEO Division botched the processing of her complaint, Jordan is now already in a federal court on the merits, and any earlier mishandling is essentially moot. Jordan’s failure-to-process claim does not state a claim upon which relief can be granted, and Customs is entitled to judgment as a matter of law.”
1 later decision quote this exact passage · from the majority“Discrimination laws serve only to prevent consideration of forbidden characteristics—like race—but they are not, as we have repeatedly noted, court-enforced merit selection programs.”
1 later decision 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.