Robinson v. Sappington’s Empirical Analysis

Citation profile

26 federal appellate · 3 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 61 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.

1. “[w]orking conditions for constructive discharge must be even more egregious than the high standard for hostile work environment because in the ordinary case an employee is expected to remain employed while seeking redress.”

   2 later decisions quote this exact passage · from the majority
   e.g. Williams v. Waste Management of Illinois, Inc. · Patton v. Keystone RV Co.

2. “When a supervisor makes a tangible employment decision, there is assurance the injury could not have been inflicted absent the agency relation. A tangible employment action in most cases inflicts direct economic harm. As a general proposition, only a supervisor, or other person acting with the authority of the company, can cause this sort of injury. A co-worker can break a co-worker’s arm as easily as a supervisor, and anyone who has regular contact with an employee can inflict psychological injuries by his or her offensive conduct. But one co-worker (absent some elaborate scheme) cannot dock another’s pay, nor can one coworker demote another. Tangible employment actions fall within the special province of the supervisor. The supervisor has been empowered by the company as a distinct class of agent to make economic decisions affecting other employees under his or her control. Tangible employment actions are the means by which the supervisor brings the official power of the enterprise to bear on subordinates. A tangible employment decision requires an official act of the enterprise, a company act. The decision in most cases is documented in official company records, and may be subject to review by higher level supervisors. The supervisor often must obtain the imprimatur of the enterprise and use its internal processes. For these reasons, a tangible employment action taken by the supervisor becomes for Title VII purposes the act of the employer.”

   1 later decision quote this exact passage · from the majority
   e.g. Jernigan v. Alderwoods Group, Inc.

3. “The common law of ; the State of Connecticut interpreting the positive law adopted in Section 301(b), above, which body of law is hereby adopted as and declared to be the common law of the Mohegan Tribe for application by the Gaming Disputes Court, except as such common law is in conflict with Mohegan Tribal Law.” . In her Second Amended Complaint, Appellant abandoned her previous claims against Mr. Surratt in his individual capacity. . Title VII of the Civil Rights Act of 1964 makes it “an unlawful employment practice for an employer ... to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex or national origin.” 42 U.S.C. § 2000e-2(a)(l). (Emphasis Added) . Conn. Gen Stat § 46a—60(a)( 1) provides that it is a discriminatory employment practice for any employer to “refuse to hire or employ or to bar or to discharge front employment any individual or to discriminate against such individual in compensation or in leans, conditions, or privileges of. employment.”

   1 later decision quote this exact passage · from the majority
   e.g. Tomsky v. Mohegan Tribal Gaming Authority