Clark v. Chrysler Corp.’s Empirical Analysis
673 F.2d 921 · 1982
Citation profile
24 federal appellate · 11 district · 1 state decisions
How this case has been cited
Cited by 55 later decisions — most recently May 2021 · most notably Coates v. Johnson & Johnson (1985), Atonio v. Wards Cove Packing Co. (1987)
24 federal appellate · 11 district · 1 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
Relies on McDonnell Douglas Corp. v. Green · Texas Department of Community Affairs v. Burdine · International Brotherhood of Teamsters v. United States · Ohio Bureau of Employment Services v. Hodory · Albemarle Paper Co. v. Moody
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 55 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
““To establish a prima facie case of discrimination [in a disparate impact case], a plaintiff must show that the facially neutral employment practice had a significantly discriminatory impact. If that showing is made, the employer must demonstrate that ‘any given requirement [has] a manifest relationship to the employment in question,’ in order to avoid a finding of discrimination.””
1 later decision quote this exact passage · from the majority“In the case of an employer that traditionally draws employees primarily from the county in which it is located, but that has also drawn a small percentage of employees from peripheral areas, it may be more accurate to weight workforce availability statistics to reflect primarily the demographics of the closer geographic areas from which most employees are actually taken. 9”
1 later decision quote this exact passage · from the majority“The danger of weighting, of course, is that geographic recruiting and employment patterns may themselves be tainted by racial discrimination. The appropriateness of determining the relevant labor market by the actual composition of an employer’s work force or applicant pool has been questioned when recruitment practices are themselves challenged as discriminatory.”
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.