Equal Employment Opportunity Commission v. Liggett & Myers Inc.’s Empirical Analysis
690 F.2d 1072 · 1982
Citation profile
18 federal appellate · 5 district · 2 state decisions
How this case has been cited
Cited by 41 later decisions — most recently June 2019 · most notably Quesinberry v. Life Insurance Co. of North America (1993), McMillan v. Massachusetts Society for the Prevention of Cruelty to Animals (1998)
18 federal appellate · 5 district · 2 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 Griffin v. United States · Acosta v. United States · Bowe v. Colgate-Palmolive Co. · Gregg v. Rahm · Moore v. Texas
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 41 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“With respect to individualized back pay awards, there is no indication that the district court even considered their possibility. EEOC argues that the possibility was ruled out by the district court’s findings that consideration by the company of legitimate factors could not explain the spreread between female salaries and male salaries. For individualized back pay awards to be feasible, however, it is only necessary that consideration by the company of legitimate factors tends to explain the spread among various male salaries. Proof that female workers were paid less than male workers doing comparable work, even though the female workers had more education and seniority, simply does not establish that individualized back pay awards are not feasible. It is true that EEOC has cited examples where even the spread among various male salaries does not seem explainable on the basis of education or seniority, but the district court also gave examples where it does. More importantly, counsel for EEOC conceded at oral argument that for many of the twenty-two injured female employees, a male employee doing comparable work and possessing comparable seniority and education could be identified. Where that can be done and where as here we are dealing with only twenty-two injured employees, we conclude that the female employee should be awarded the difference between what she was paid and what the comparable male employee was paid. We, of course, do not rule that individualized back pay aw”
1 later decision quote this exact passage“choos[ing] to apply the interest rate provided for by state law.”
1 later decision quote this exact passage
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.