Davis v. Fort Bend County’s Empirical Analysis
765 F.3d 480 · 2014
Citation profile
10 federal appellate ·
Relationships
Applies 28 U.S.C. § 1291 · 42 U.S.C. § 2000E (§ 701 of the Title VII of the Civil Rights Act of 1964) · 42 U.S.C. § 2000E (§ 703 of the Title VII of the Civil Rights Act of 1964) · 42 U.S.C. § 2000E (§ 704 of the Title VII of the Civil Rights Act of 1964) · 42 U.S.C. § 2000E (§ 706 of the Title VII of the Civil Rights Act of 1964)
Relies on Anderson v. Liberty Lobby, Inc. · Celotex Corporation v. Catrett H · McDonnell Douglas Corp. v. Green · Burlington Northern & Santa Fe Railway Co. v. White · Wisconsin v. Yoder
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 44 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“cannot defeat summary judgment with conclusory allegations, unsubstantiated assertions, or only a scintilla of evidence.”
2 later decisions quote this exact passage · from the majority“If she does, 'the burden shifts to the defendant to demonstrate either that it reasonably accommodated the employee, or that it was unable to reasonably accommodate the employee's needs without undue hardship.' " Id. (quoting Antoine , 713 F.3d at 831 ). To establish a prima facie case of religious discrimination under Title VII, the plaintiff must present evidence that (1) she held a bona fide religious belief, (2) her belief conflicted with a requirement of her employment, (3) her employer was informed of her belief, and (4) she suffered an adverse employment action for failing to comply with the conflicting employment requirement. Id. (quoting Tagore v. United States , 735 F.3d 324 , 329 (5th Cir. 2013) ). Notice to the employer of a religious belief or required accommodation is not required. See EEOC v. Abercrombie & Fitch Stores, Inc. , --- U.S. ----, 135 S.Ct. 2028 , 2033, 192 L.Ed.2d 35 (2015). Rather, the employer's motive is the relevant inquiry. Id. "[T]he rule for disparate-treatment claims based on a failure to accommodate a religious practice is straightforward: An employer may not make an applicant's religious practice, confirmed or otherwise, a factor in employment decisions.”
1 later decision quote this exact passage · from the majority“a reasonable employee would have found the challenged action materially adverse, which in this context means that it well might have dissuaded a reasonable worker from making or supporting a charge of discrimination.... [P]etty slights, minor annoyances, and simple lack of good manners are not actionable retaliatory conduct; Title VII does not set forth a general civility code for the American workplace____ [T]he significance of any given act of retaliation will often depend upon the particular circumstances. Context matters.”
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.