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6 Texas opinions name it 1 courts 2012–2018 0 in the last five years
The cases below were cited by Texas courts in a sentence that names this issue. Sides come from how each citing opinion treated the case (Syfertize flag on that citation), so a case can appear on both: that is where the law is contested. A red or yellow chip is the case's own overall treatment.
| Case | Followed | Cited |
|---|---|---|
Cooper v. Wal-Mart Transportation, LLCgreen2 sentences2012Cooper v. Wal-Mart Transp., LLC, 662 F.Supp.2d 757, 773 (S.D.Tex.2009); Hayes v. MBNA Tech., No. Civ. 2012Cooper v. Wal-Mart Transp., LLC, 662 F. Supp. 2d 757, 773 (S.D. | 2 | 2 |
Sonya Thorn Lopez v. Texas State University, Sherri H. Benn, and Stella Silvagreen2 sentences2018Id. at 704 . 2015See Lopez, 368 S.W.3d at 704 , Lopez noted that federal court decisions on this point have diverged by considering intake questionnaires (1) as a matter of course;- or -(2) only if (a) the facts set out in the questionnaire are a reasonable consequence of a claim set forth in the EEOC charge, and (b) the employer had actual knowledge of the contents of the questionnaire during the course.of the EEOC investigation. | 1 | 2 |
| Case | Negative | Cited |
|---|---|---|
| No negative-treatment citations attached to this issue in Texas. Read the followed side critically anyway. | ||
| Case | Cited | Years |
|---|---|---|
Laura FELLOWS, Plaintiff-Appellant, v. UNIVERSAL RESTAURANTS, INC., Defendant-Appellee
green
2 sentences2012The first prong of the majority’s approach merely restates the question of what claims are properly within the lawsuit’s scope, adding nothing to the well-settled principle that the employee’s suit “may be based ... upon any kind of discrimination like or related to the charge’s allegations.” Fellows, 701 F.2d at 451 . 2012Consequently, I disagree with the majority’s decision to adopt the more narrow approach of those courts that consider intake questionnaires only if (1) the facts set out in the questionnaire are a reasonable consequence of a claim set forth in the EEOC charge, and (2) the employer had actual knowledge of the contents of the questionnaire during the course of the EEOC investigation. 4 The first prong of the majority’s approach merely restates the question of what claims are properly within the lawsuit’s scope, adding nothing to the well-settled principle that the employee’s suit “may be based . | 3 | 2012–2012 |
Counted by distinct opinions that both name this issue and are annotated to the section; sections every opinion cites regardless of issue are not filtered here, so read the counts against the total above.