Difference between revisions of "Mayer v. Nextel W. Corp."
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(New page: In ''Mayer v. Nextel W. Corp.'', 318 F.3d 803, 806 (8th Cir. 2003), the Court of Appeals for the Eighth Circuit noted that summary judgment should seldom be granted in the context ...) |
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| − | In ''Mayer v. Nextel W. Corp.'', 318 F.3d 803, 806 (8th Cir. 2003), the Court of Appeals for the [[Eighth Circuit]] noted that [[summary judgment]] should seldom be granted in the context of employment discrimination cases because of their being inherently fact based, but then affirmed a grant of summary judgment in an age discrimination case. | + | In '''''Mayer v. Nextel W. Corp.''''', 318 F.3d 803, 806 (8th Cir. 2003), the Court of Appeals for the [[Eighth Circuit]] noted that [[summary judgment]] should seldom be granted in the context of employment discrimination cases because of their being inherently fact based, but then affirmed a grant of summary judgment in an age discrimination case. |
[[Category:Circuit Cases]] | [[Category:Circuit Cases]] | ||
[[Category:Eighth Circuit]] | [[Category:Eighth Circuit]] | ||
[[Category:Employment Discrimination]] | [[Category:Employment Discrimination]] | ||
Latest revision as of 23:23, April 30, 2008
In Mayer v. Nextel W. Corp., 318 F.3d 803, 806 (8th Cir. 2003), the Court of Appeals for the Eighth Circuit noted that summary judgment should seldom be granted in the context of employment discrimination cases because of their being inherently fact based, but then affirmed a grant of summary judgment in an age discrimination case.