52 Fair Emplpraccas 355 29 Wage & Hour Cas’s Empirical Analysis
Citation profile
12 federal appellate · 62 district · 10 state decisions
How this case has been cited
Cited by 193 later decisions — most recently February 2023 · most notably Holifield v. Reno (1997), Hodgens v. General Dynamics Corp. (1998)
12 federal appellate · 62 district · 10 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 Anderson v. Liberty Lobby, Inc. · McDonnell Douglas Corp. v. Green · Texas Department of Community Affairs v. Burdine · International Brotherhood of Teamsters v. United States · Price Waterhouse v. Hopkins
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 193 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“[S]ubjective evaluations ... are particularly 'susceptible of abuse and more likely to mask pretext.'”
5 later decisions quote this exact passage · from the majority“there is no rule of law that the testimony of a discrimination plaintiff, standing alone, can never make out a case of discrimination that could withstand a summary judgment motion”
3 later decisions quote this exact passage · from the majority“[T]he plaintiff has the initial burden of proving a prima facie case by a preponderance of the evidence, which if successful, raises the inference of unlawful discrimination. Burdine, 450 U.S. at 250-52 [ 101 S.Ct. at 1091-93 ],... This burden is not onerous. The plaintiff must show that he is [1] a member of a racial minority, [2] qualified for the job from which he was discharged, and [3] that others not in the protected class were treated more favorably. See Hankins v. Temple University, 829 F.2d 437, 440 (3d Cir.1987). If the plaintiff establishes a prima facie case, the burden of production shifts to the defendant to clearly set forth a legitimate, non-discriminatory reason for the discharge. Burdine, 450 U.S. at 255 [ 101 S.Ct. at 1094 ] ... A satisfactory explanation dispels the inference of discrimination arising from the plaintiff’s initial evidence. Id. The ultimate burden of persuasion remains with the plaintiff, who then must prove by a preponderance of the evidence that the reasons asserted by the defendant were a pretext for discrimination. Id. at 253 [ 101 S.Ct. at 1093 ] ... This may be accomplished either directly, by showing that a discriminatory reason more likely motivated the employer, or indirectly, by showing that the asserted reason is unworthy of credence. Id. at 256 [ 101 S.Ct. at 1095 ] ... The plaintiffs initial evidence may be considered by the trier of fact in making this determination. Id. at 255 n. 10 [ 101 S.Ct. at 1095 n. 10]. Weldon, 896 F.2”
2 later decisions 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.