Edwin Ejikeme v. Don Violet’s Empirical Analysis

Citation profile

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

1. “Title VII offers employees protection from a “workplace [] permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment....” Harris v. Forklift Sys., Inc., 510 U.S. 17, 21 , 114 S.Ct. 367 , 126 L.Ed.2d 295 (1993) (internal citations and quotation marks omitted). To prevail on a hostile work environment claim, a plaintiff must show that his work environment was both objectively and subjectively hostile. “Conduct that is not severe or pervasive enough to create an objectively hostile or abusive work environment — an environment that a reasonable person would find hostile or abusive — is beyond Title VII’s purview.” Id. at 21-22 , 114 S.Ct. 367 ; see also Jackson v. Quanex, 191 F.3d 647, 658 (6th Cir.1999). To evaluate an alleged hostile work environment, we look at the totality of the circumstances. Harris, 510 U.S. at 23 , 114 S.Ct. 367 ; Bowman v. Shawnee State Univ., 220 F.3d 456, 463 (6th Cir. 2000). We consider “the frequency of the discriminatory conduct; its severity; whether it is physically threatening or humiliating, or a mere offensive utterance; and whether it unreasonably interferes with an employee’s work performance.” Harris, 510 U.S. at 23 , 114 S.Ct. 367 ; see also Williams v. GMC, 187 F.3d 553, 560-62 (6th Cir.1999). “[C]onduet must be extreme to amount to a change in the terms and conditions of employment....” Faragher v. C”

   1 later decision quote this exact passage · from the majority
   e.g. E.E.O.C. v. Spitzer Management, Inc.