Huff v. Sheahan’s Empirical Analysis
493 F.3d 893 · 2007
Citation profile
14 federal appellate ·
How this case has been cited
Cited by 29 later decisions — most recently June 2024 · most notably Passananti v. Cook County (2012), Lewis v. City of Chicago Police Department (2009)
14 federal appellate ·
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 42 U.S.C. § 1981 (Civil Rights Act of 1866) · 42 U.S.C. § 2000E (§ 701 of the Title VII of the Civil Rights Act of 1964) · 42 U.S.C. § 2000E (§ 703 of the Title VII of the Civil Rights Act of 1964)
Relies on Faragher v. City of Boca Raton · Monge v. California · Burlington Industries, Inc. v. Ellerth · Pennsylvania State Police v. Suders · Bohen v. City of East Chicago
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 29 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“such as ... where multiple complicated and interrelated claims are submitted to a jury after a five week trial.”
2 later decisions quote this exact passage · from the majority“renewed motion for judgment as a matter of law.”
2 later decisions quote this exact passage · from the majority“Plaintiffs claim of gender discrimination is brought against both the City of Chicago and Lieutenant Terence Williams. Plaintiff Lewis claims that she was denied the opportunity to participate in the IMF Detail in Washington D.C. in September 2002 by Defendants City of Chicago and Williams because of her gender. To succeed on this claim, Plaintiff Lewis must first prove by a preponderance of the evidence that the denial of the opportunity to participate in the IMF Detail in Washington D.C. was a materially adverse employment action. Not everything that makes an employee unhappy is a materially adverse employment action. It must be something more than a minor or trivial inconvenience. For example, a materially adverse employment action exists when someone’s pay or benefits are decreased; when her job is changed in a way that significantly reduces her career prospects; or when job conditions are changed in a way that significantly changes her work environment in an unfavorable way. The denial of an opportunity to earn overtime is a materially adverse employment action if the overtime is a significant and recurring part of an employee’s total earnings. On the other hand, if the opportunity to earn overtime is insignificant and nonrecurring, it will not be a materially adverse employment action.”
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.