Ozlek v. Postmaster Gen’s Empirical Analysis
2007
Citation profile
1 district ·
Relationships
Applies 28 U.S.C. § 1291 · 28 U.S.C. § 1331 · 29 U.S.C. § 2611 (§ 101 of the Family and Medical Leave Act of 1993) · 29 U.S.C. § 2615 (§ 105 of the Family and Medical Leave Act of 1993) · 29 U.S.C. § 701 (Employment Opportunities for Individuals With Disabilities Act) · 29 U.S.C. § 794
Relies on McDonnell Douglas Corp. v. Green · Lightning Lube, Inc. v. Witco Corp. · Hodgens v. General Dynamics Corp. · Krouse v. American Sterilizer Co. · Taylor v. Phoenixville School 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 4 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“(1) protected employee activity; (2) adverse action by the employer either after or contemporaneous with the employee’s protected activity; and (3) a causal connection between the employee’s protected activity and the employer’s adverse action.... If an employee establishes a prima facie case .... the burden shifts to the employer to advance a legitimate, non-retaliatory reason for its adverse action.... If the employer satisfies its burden, the plaintiff must be able to convince the factfinder both that the employer’s proffered explanation was false, and that retaliation was the real reason for the adverse employment action.”
2 later decisions quote this exact passage · from the majority“First, a court must consider whether the individual satisfies the prerequisites for the position, such as possessing the appropriate background, employment experience, skills, licenses, etc. Second, the court must consider whether or not the individual can perform the essential functions of the position held or desired, with or without reasonable accommodation.”
1 later decision quote this exact passage · from the majority“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 8) He has suffered an otherwise adverse employment decision as a result of discrimination.”
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.