Shellenberger v. Summit Bancorp, Inc.’s Empirical Analysis
318 F.3d 183 · 2003
Citation profile
21 federal appellate · 17 district ·
How this case has been cited
Cited by 115 later decisions — most recently May 2024 · most notably Williams v. Philadelphia Housing Authoity Police Department (2004), Lewis v. Humboldt Acquisition Corp. (2012)
21 federal appellate · 17 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
Applies 28 U.S.C. § 1291 · 28 U.S.C. § 1331 · 42 U.S.C. § 12112 (§ 102 of the Americans with Disabilities Act of 1990) · 42 U.S.C. § 12203 (§ 503 of the Americans with Disabilities Act of 1990)
Relies on McDonnell Douglas Corp. v. Green · Texas Department of Community Affairs v. Burdine · Price Waterhouse v. Hopkins · Krouse v. American Sterilizer Co. · Robinson v. City of Pittsburgh
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 115 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“[t]he right to request an accommodation in good faith is no less a guarantee under the ADA than the right to file a complaint with the EEOC”); Soileau v. Guilford of Me., Inc., 105 F.3d 12 , 16 (1st Cir. 1997) (”
4 later decisions quote this exact passage · from the majority“[T]he protection from retaliation afforded under the ADA does not extend to an employee whose request is motivated by something other than a good faith belief that he/she needs an accommodation. Congress clearly did not intend to extend the reach of the ADA’s umbrella to employees whose motivation for requesting an accommodation is something other than a good faith belief that an accommodation under the Act is necessary or appropriate.”
3 later decisions quote this exact passage · from the majority“[The] burden shifts to the employer to advance a legitimate, non-retaliatory reason for its adverse employment action.” If the employer satisfies that burden, the plaintiff must then prove that “retaliatory animus played a role in the employer’s decisionmaking process and that it had a determinative effect on the outcome of that process.”
3 later decisions 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.