DeGrace v. Rumsfeld’s Empirical Analysis
614 F.2d 796 · 1980
Citation profile
55 federal appellate · 36 district · 13 state decisions
How this case has been cited
Cited by 144 later decisions (1 by the Supreme Court) — most recently May 2014 · most notably Burlington Industries, Inc. v. Ellerth (1998), 43 Cal. 3d 1379 - Dyna-Med, Inc. v. Fair Employment & Housing Commission (1987)
55 federal appellate · 36 district · 13 state decisions — followed in 11 states
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
Relies on Mt. Healthy City School District Board of Education v. Doyle · Brown v. General Services Administration · Givhan v. Western Line Consolidated School District · Board of Trustees of Keene State College v. Sweeney · Padilla-Martinez v. United States
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 144 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“[a]n employer who has taken reasonable steps under the circumstances to correct and/or prevent racial harassment by its nonsupervisory personnel has not violated Title VII.... It may not always be within an employer’s power to guarantee an environment free from all bigotry. He cannot change the personal beliefs of his employees; he can let it be known, however, that racial harassment will not be tolerated, and he can take all reasonable measures to enforce this policy.... But once an employer has in good faith taken those measures which are both feasible and reasonable under the circumstances to combat the offensive conduct we do not think he can be charged with discriminating on the basis of race.”
13 later decisions quote this exact passage · from the dissent“(g) If the court finds that the respondent has intentionally engaged in or is intentionally engaging in an unlawful employment practice charged in the complaint, the court may enjoin the respondent from engaging in such unlawful employment practice, and order such affirmative action as may be appropriate, which may include, but is not limited to, reinstatement or hiring of employees, with or without back pay (payable by the employer, employment agency, or labor organization, as the case may be, responsible for the unlawful employment practice), or any other equitable relief as the court deems appropriate. Back pay liability shall not accrue from a date more than two years to the filing of a charge with the Commission.”
3 later decisions quote this exact passage · from the dissent“An employer may not stand by and allow an employee to be subjected to a course of racial harassment by co-workers, and thus defendants must accept responsibility for their supervisors' derelictions, if such existed, in responding to the racial problem at [the workplace].”
3 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.