Johnson v. Weld County’s Empirical Analysis
594 F.3d 1202 · 2010
Citation profile
21 federal appellate · 41 district · 2 state decisions
Relationships
Applies 42 U.S.C. § 12101 (§ 2 of the Americans with Disabilities Act of 1990) · 42 U.S.C. § 12102 (§ 3 of the Americans with Disabilities Act of 1990) · 42 U.S.C. § 2000E (§ 701 of the Title VII of the Civil Rights Act of 1964)
Relies on Celotex Corporation v. Catrett H · McDonnell Douglas Corp. v. Green · Burlington Northern & Santa Fe Railway Co. v. White · Karen Sutton Kimberly Hintons v. United Air Lines Inc · Trans World Airlines, Inc. v. Thurston
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 129 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“'a reasonable factfinder could rationally find [the employer's rationale] unworthy of credence and hence infer that the employer did not act for the asserted [non-retaliatory] reasons.' " Lounds , 812 F.3d at 1234 (quoting Crowe , 649 F.3d at 1196 ) (further citation omitted). As our Circuit has explained, To support an inference of pretext, to suggest that something more nefarious might be at play, a plaintiff must produce evidence that the employer did more than get it wrong. [The plaintiff] must come forward with evidence that the employer didn't really believe its proffered reasons for action and thus may have been pursuing a hidden discriminatory agenda. This is because Title VII licenses us not to act as a "super personnel department”
5 later decisions quote this exact passage · from the majority“(1) First, “the plaintiff must establish a prima facie case of discrimination or retaliation,” id.; (2) If the plaintiff satisfies this initial burden, “the defendant employer must offer a legitimate non-discriminatory reason for the adverse employment action,” id.; and (3) The burden then shifts back to the plaintiff who “must show there is at least a genuine issue of material fact as to whether the employer’s proffered legitimate reason is genuine or pretextual,” id.”
2 later decisions quote this exact passage · from the majority“[A] plaintiff can establish pretext by showing the defendant's proffered non-discriminatory explanations for its actions are so incoherent, weak, inconsistent, or contradictory that a rational factfinder could conclude they are unworthy of belief.”
2 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.