Twiggs v. Selig’s Empirical Analysis
679 F.3d 990 · 2012
Citation profile
7 federal appellate · 1 district ·
Relationships
Applies 42 U.S.C. § 1983 (Civil Rights Act of 1871 / Section 1983 (Ku Klux Klan Act))
Relies on McDonnell Douglas Corp. v. Green · Torgerson v. City of Rochester · Equal Employment Opportunity Commission v. Ethan Allen, Inc. · Rodgers v. U.S. Bank, N.A. · Erickson v. Farmland Industries, Inc.
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 13 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“[ A] substantial change in an employer’s legitimate, nondiscriminatory reason for firing an employee may be probative of pretext, but we have been clear that these discrepancies must actually be substantial. See E.E.O.C. v. Trans States Airlines, Inc., 462 F.3d 987 , 995 (8th Cir.2006). Where employers “gave two completely different explanations for their decisions to terminate their employees,” such a substantial change is established. Id. (citing Briscoe v. Fred’s Dollar Store, Inc., 24 F.3d 1026 , 1027-28 (8th Cir.1994) and E.E.O.C. v. Ethan Allen, Inc., 44 F.3d 116 , 120 (2d Cir.1994)). However, where the employer “has not wavered from its one explanation for terminating” the employee, there is no substantial change. Trans States Airlines, Inc., 462 F.3d at 995 .”
1 later decision quote this exact passage · from the majoritye.g. Fatemi v. White
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.