Case Citator › Brown, Regina C. v. Brody, Kenneth D.

Brown, Regina C. v. Brody, Kenneth D.

Is it still good law? What later courts have actually done to this case.

Overruled in part
Court
D.C. Circuit
Citation
199 F.3d 446
Decided
Confirmed treatments
1
Flagged citations read
72 of 72
Citing cases (total)
670
Treatment dates
2022
Overruled in part
A reviewed court has overruled part of this case’s holding. Brown v. Brody was overruled in part. All 72 flagged citations have been read.
More on how this was screened

The confirmed treatment listed below is the D.C. Circuit's en banc rejection of Brown's requirement that a discriminatory job transfer cause objectively tangible harm before it is actionable under Title VII. Later opinions reporting that holding are history reports, rather than separate overrulings.

Every treatment on this page is written from the citing opinion itself, with a verbatim quote, never copied from a commercial citator. A citation flagged by our screen but not shown here was read and found not to weaken this case.

670 later cases cite Brown, Regina C. v. Brody, Kenneth D.; 72 of those citations sat close to treatment language and were flagged for reading, and all of them have been read. Citations that did not sit near treatment language were not flagged and were not read one by one, so a court that weakened this case without using any of that language would not appear here.

Relying on Brown, Regina C. v. Brody, Kenneth D.?

This page shows what later courts did to it. Ask about your specific facts and see whether it still carries your argument, with citations you can check.

Treatments

Overruled in Part

  • Sitting en banc, the D.C. Circuit overruled Brown's objectively tangible harm requirement for discriminatory job transfers under Title VII.

    Chambers v. District of Columbia · D.C. Circuit (en banc) · filed

    Without any footing in the text of Title VII or Supreme Court precedent, there is no sound basis for maintaining Brown as circuit law. For these reasons, we overrule Brown and hold that discriminatory job transfers are actionable under Title VII.
    Read the full opinion on CourtListener →

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