Jones v. Walgreen Co.’s Empirical Analysis
679 F.3d 9 · 2012
Citation profile
6 federal appellate · 13 district · 1 state decisions
Relationships
Applies 42 U.S.C. § 12101 (§ 2 of the Americans with Disabilities Act of 1990) · 42 U.S.C. § 12111 (§ 101 of the Americans with Disabilities Act of 1990) · 42 U.S.C. § 2000E (§ 704 of the Title VII of the Civil Rights Act of 1964)
Relies on McDonnell Douglas Corp. v. Green · Mesnick v. General Electric Co. · Jones v. Bernanke · Gillen v. Fallon Ambulance Service, Inc. · Ruiz Rivera v. Pfizer Pharmaceuticals, LLC
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 29 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“does not depend on the success of [a plaintiff's] disability claim,”
3 later decisions quote this exact passage · from the majority“'[T]he complex question of what constitutes an essential job function involves fact-sensitive considerations and must be determined on a case-by-case basis.' In making this case-by-case determination, the ADA instructs us to give consideration 'to the employer's judgment as to what functions of a job are essential, and if an employer has prepared a written description before advertising or interviewing applicants for the job, this description shall be considered evidence of the essential functions of the job.' And the Equal Employment Opportunity Commission's ("EEOC") implementing regulations of the Act further tell us that beyond the employer's judgment, things to be considered include (but are not limited to) factors like '[t]he consequences of not requiring the incumbent to perform the function[,]' '[t]he work experience of past incumbents in the job[,]' and '[t]he current work experience of incumbents in similar jobs.' Such considerations are not meant 'to enable courts to second-guess legitimate business judgments, but, rather, to ensure that an employer's asserted requirements are solidly anchored in the realities of the workplace, not constructed out of whole cloth.'”
1 later decision quote this exact passage · from the majority“"(1) [he] was "disabled" within the meaning of the ADA; (2) that [he] was able to perform the essential functions of [his] job with or without accommodation; and (3) [he] was discharged or adversely affected, in whole or in part, because of [his] disability."”
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.