James H. Sallis v. University of Minnesota

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

• holding that “rude” or “insensitive” conduct is insufficient to support a claim for hostile work environment
• explaining that non-movant must come forward with admissible evidence to defeat summary judgment
• stating that “minor changes in working conditions that merely inconvenience an employee or alter an employee’s work responsibilities do not” rise to the level of an adverse employment action
• holding district court properly limited plaintiff’s discovery request regarding prior discrimination complaints to complaints filed in plaintiff’s specific department, where “his allegations of discrimination focus[ed] on 11 the behavior of the supervisors there”
• explaining that a prima facie case requires a plaintiff to show “(1) that he is a member of a protected class; (2) that he was qualified for his position and performed his duties adequately; and (3
• granting summary judgment because the employee “did not produce . . . sufficient evidence for a reasonable inference of racial discrimination”

Source: CourtListener parenthetical corpus (CC0).