Richard Agnew Linda Agnew v. Basf Corporation, a Delaware Corporation

How courts have described this case

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

• holding that an employer’s requirement that an employee comply with a “performance improvement plan” or face disciplinary action did not constitute adverse employment action
• holding that mere apprehension of an adverse action is insufficient to show constructive discharge
• noting that “[a]n employee who quits a job in apprehension that conditions may deteriorate later is not constructively discharged”
• noting that Elliot-Larsen cases based on circum- ' stantial evidence follow “the same McDonnell-Douglas burden-shifting ’ framework used in federal discrimination cases” (internal footnote omitted)
• explaining that an employee was not constructively discharged by being placed on a performance plan because any termination “was contingent on future developments, rather than being a present plan or decision”
• noting that Elliot-Larsen cases based on circumstantial evidence follow “the same McDonnell-Douglas burden-shifting framework -8- Case No. 17-1085, Reedy v. Rich Transport, LLC, et al. used in federal discrimination cases” (internal footnote omitted)

Source: CourtListener parenthetical corpus (CC0).