Mary Flaherty v. Metromail Corporation Experian Corporation Experian Information Solutions Inc Experian Holdings Inc’s Empirical Analysis
235 F.3d 133 · 2000
Citation profile
4 federal appellate · 7 district · 3 state decisions
How this case has been cited
Cited by 55 later decisions (1 by the Supreme Court) — most recently February 2025 · most notably Green v. Brennan (2016), Jorge v. Rumsfeld (2005)
4 federal appellate · 7 district · 3 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
Relies on Delaware State College v. Ricks · Chardon v. Fernandez · Chertkova v. Connecticut General Life Insurance · Cornwell v. Robinson · Kirsch v. Fleet Street, Ltd.
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 55 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“We hold ... that the date of discharge triggers the limitations period in a constructive discharge case, just as in all other cases of wrongful discharge. Constructive discharge is, indeed, just one form of wrongful discharge. The fact that the actual act of terminating employment is initiated by the employee, who concludes that she is compelled to leave as a result of the employer’s actions, rather than by the employer directly does not change the fact that the employee has been discharged.”
2 later decisions quote this exact passage · from the majority“[T]he applicable administrative deadlines run from the time of the discriminatory act, not from the time of a later, inevitable consequence of that act. Whether an employer’s action is a “discriminatory act” or merely an “inevitable consequence” of prior discrimination depends on the particular facts of the case. A resignation is not itself a “discriminatory act” if it is merely the consequence of past discrimination, but if the employer discriminates against an employee and purposely makes the employee’s job conditions so intolerable that a reasonable person would feel forced to resign, then the resignation is a constructive discharge — a distinct discriminatory “act” for which there is a distinct cause of action.”
1 later decision quote this exact passage · from the majoritye.g. Green v. Donahoe“[a] court must find a constructive discharge where the employee resigns because an employer causes to exist conditions of such an unpleasant or difficult nature that any reasonable person in the employee's place would do the same.”
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.