Grace v. Uscar’s Empirical Analysis
521 F.3d 655 · 2008
Citation profile
18 federal appellate · 3 state decisions
How this case has been cited
Cited by 87 later decisions — most recently August 2020 · most notably Donald v. Sybra, Inc. (2012), Hensley Manufacturing, Inc. v. Propride, Inc. (2009)
18 federal appellate · 3 state decisions
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 29 U.S.C. § 2601 (§ 2 of the Family and Medical Leave Act of 1993) · 29 U.S.C. § 2611 (§ 101 of the Family and Medical Leave Act of 1993) · 29 U.S.C. § 2612 (§ 102 of the Family and Medical Leave Act of 1993) · 29 U.S.C. § 2614 (§ 104 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. § 2654 (§ 404 of the Family and Medical Leave Act of 1993)
Relies on Anderson v. Liberty Lobby, Inc. · McDonnell Douglas Corp. v. Green · Chevron U. S. A. Inc. v. Natural Resources Defense Council, Inc. · Texas Department of Community Affairs v. Burdine · St. Mary's Honor Center v. Hicks
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 87 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“[T]he eight factors are “not in themselves the test for successor liability.” Rather they are factors in an overarching, three-part test considering the equities of imposing a particular legal obligation on a successor: (1) the interests of the plaintiff-employee, (2) the interests of the defendant-employer, and (3) the federal policy goals of the statute.”
1 later decision quote this exact passage · from the majority“has provided a non-exhaustive list of factors to consider when deciding whether a hostile work environment exists, including: '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.'”
1 later decision quote this exact passage · from the majority“Qualifying employees who return to work within the 12-week period of their unpaid medical leave are entitled to be restored to “the position of employment held by the employee when the leave commenced,” or “to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.””
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.