Case Citator › Green v. Administrators of the Tulane Educational Fund

Green v. Administrators of the Tulane Educational Fund

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

Overruled in part
Court
Fifth Circuit
Citation
284 F.3d 642
Decided
Confirmed treatments
1
Flagged citations read
57 of 57
Citing cases (total)
57
Treatment dates
2007
Overruled in part
A reviewed court has overruled part of this case’s holding. Green v. Administrators of the Tulane Educational Fund remains applicable on its other holdings, but its rule limiting Title VII retaliation claims to ultimate employment decisions was displaced after Burlington Northern & Santa Fe Railway Co. v. White. The Fifth Circuit recognized that partial overruling in McCoy v. City of Shreveport, listed below.
More on how this was screened

All 57 flagged citations have been read.

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.

57 later cases cite Green v. Administrators of the Tulane Educational Fund; 57 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 Green v. Administrators of the Tulane Educational Fund?

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

  • The Fifth Circuit held that Green's ultimate-employment-decision rule no longer governs Title VII retaliation claims, though it still governs discrimination claims.

    McCoy v. City of Shreveport · Fifth Circuit · filed

    We have historically held that, for all Title VII claims, “[a]dverse employment actions include only ultimate employment decisions such as hiring, granting leave, discharging, promoting, or compensating.” ... Green v. Adm’rs of Tulane Educ. Fund, 284 F.3d 642, 657 (5th Cir. 2002). ... the Supreme Court abrogated our approach in the retaliation context in favor of the standard used in the Seventh and D.C. Circuits ... Even though our precedent recognizing only “ultimate employment decisions” as actionable adverse employment actions remains controlling for Title VII discrimination claims
    Read the full opinion on CourtListener →

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