Bryant v. Dollar General Corp.’s Empirical Analysis
538 F.3d 394 · 2008
Citation profile
10 federal appellate ·
How this case has been cited
Cited by 24 later decisions — most recently March 2025
10 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 29 U.S.C. § 2601 (§ 2 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. § 2617 (§ 107 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 Chevron U. S. A. Inc. v. Natural Resources Defense Council, Inc. · United States v. Turkette · Unitherm Food Systems, Inc. v. Swift-Eckrich, Inc. · Pinney Dock & Transport Co. v. Penn Central Corp. · Hodgens v. General Dynamics Corp.
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 24 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“in Unitherm, the Court was specifically addressing the situation of a litigant seeking a new trial on the basis of the insufficiency of the evidence” and”
2 later decisions quote this exact passage · from the majority“Any “right” to take unpaid leave would be utterly meaningless if the statute’s bar against discrimination failed to prohibit employers from considering an employee’s FMLA leave as a negative factor in employment decisions. Interpreting § 2615(a)(2)’s ban on discrimination in a manner that would permit employers to fire employees for exercising FMLA leave would undoubtedly run contrary to Congress’s purpose in passing the FMLA.... In light of the foregoing, we conclude that the FMLA itself prohibits employers from taking adverse employment actions against employees based on the employee’s exercise of FMLA leave. We thus also conclude that the Department of Labor’s interpretation of § 2615 in § 825.220 is a reasonable interpreta tion of the statute and a valid exercise of agency authority.... As we have explained, in light of the overwhelming consensus in the courts that the FMLA does prohibit such retaliation, we disagree that the plain text fails to afford employees protection from retaliation against the exercise of FMLA leave. Further, the structure and purpose of the Act, as well as its legislative history, support our interpretation that Congress intended the FMLA to prohibit employers from considering an employee’s use of FMLA leave as a negative factor in employment decisions.”
1 later decision quote this exact passage · from the majority“Any “right” to take unpaid leave would be utterly meaningless if the statute’s bar against discrimination failed to prohibit employers from considering an employee’s FMLA leave as a negative factor in employment decisions. Interpreting § 2615(a)(2)’s ban on discrimination in a manner that would permit employers to fire employees for exercising FMLA leave would undoubtably run contrary to Congress’s purpose in passing the FMLA.”
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.