Coleman v. Prudential Relocation’s Empirical Analysis
1997
Citation profile
1 district · 2 state decisions
How this case has been cited
Cited by 24 later decisions — most recently April 2018
1 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
Applies 28 U.S.C. § 1367 · 29 U.S.C. § 2601 (§ 2 of the Family and Medical Leave Act of 1993) · 29 U.S.C. § 2611 (§ 101 of the Family and Medical Leave Act of 1993) · 29 U.S.C. § 621 (§ 2 of the Age Discrimination in Employment Act of 1967) · 42 U.S.C. § 2000E (§ 701 of the Title VII of the Civil Rights Act of 1964)
Relies on Anderson v. Liberty Lobby, Inc. · McDonnell Douglas Corp. v. Green · Texas Department of Community Affairs v. Burdine · United Mine Workers of America v. Gibbs · St. Mary's Honor Center v. Hicks
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 24 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“If plaintiffs case could survive a summary judgment motion merely because her duties were assumed by a younger person, that would mean that eventually every employee over forty years old [who was terminated and whose duties were assigned to someone younger] could state an age claim that would withstand summary judgment. Such a holding would be tantamount to saying that a prima facie case would always suffice to raise issues of fact about the truth of the employer’s proffered reason, which would render the McDonnell Douglas/Burdine analysis pointless (alteration in original) (citations omitted).”
1 later decision quote this exact passage“The laws prohibiting discrimination in employment were “not intended to transform the courts into personnel managers.” The Second Circuit has reminded district courts that they do not have a “roving commission to review business judgments,” and that they “must refrain from intruding into an employer’s policy apparatus or second-guessing a business’s decision-making process.””
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.