Adams & Associates, Inc.
17 distinct federal employment cases from public court records (2015–2022)
21 trusted published court opinions across 17 distinct cases
What public court records show
Public federal court records list Adams & Associates, Inc. as an employer in 17 distinct federal employment cases between 2015 and 2022.
Of the 21 trusted published opinions analyzed, the most common outcomes were: 13 ended in a ruling for the employer, 4 had a mixed result, 2 settled, and 1 ended in a ruling for the worker.
Plaintiffs won 1 of 19 adjudicated opinions (5%).
The most common claims on record were Retaliation, Discrimination, and Wrongful Termination.
Cases were filed across 4 states, most often in CA.
These figures summarize publicly available U.S. federal court records only. Most workplace disputes are resolved privately and never appear in litigation. A case outcome reflects many factors and is not a finding that any employer violated the law.
Written decisions across 17 distinct cases.
1 of 19 adjudicated opinions ended in a plaintiff win.
Does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.
Jurisdictions represented in the analyzed opinions.
About this employer
Adams & Associates, Inc. appears in 21 trusted published federal employment opinions. Recent written decisions on record:
Ray v. Adams and Associates, Inc. (2022) — Dismissed. A worker named Ray sued his employer, Adams and Associates, Inc., claiming the company failed to properly pay him overtime wages that he was legally owed. Ray filed his case under the Fair Labor Standards Act (FLSA), which is the federal law that requires most employers to pay workers time-and-a-half for hours worked o… Read the ruling.
Bowman v. Adams & Associates, Inc. (2022) — Mixed Result. Bowman sued Adams & Associates, Inc., claiming the company discriminated against him based on disability, retaliated against him for complaining, harassed him, wrongfully fired him, and failed to provide reasonable accommodations as required by the Americans with Disabilities Act (ADA). Read the ruling.
Fox v. Adams & Associates, Inc. (2021) — Defendant Win. This case involved an employee who sued their former employer, Adams & Associates, claiming they were fired because of a disability and faced retaliation for complaining about discrimination. The worker argued this violated federal disability rights laws. Read the ruling.
The published opinions primarily involve Retaliation (15 of 21), Discrimination (13 of 21), Wrongful Termination (8 of 21). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Retaliation, Discrimination and Wrongful Termination.
Applicable statutes referenced across these rulings include: ADA (42 U.S.C. §§ 12111-12117) — The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in all aspects of employment. NLRA (29 U.S.C. §§ 151-169) — The National Labor Relations Act (NLRA) protects the rights of employees to organize, form or join labor unions, bargain collectively through representatives of their choosing, and engage in other concerted activities for mutual aid or protection. See the ADA, NLRA reference pages for filing deadlines, employee thresholds, and remedies. ADA and NLRA.
Published opinions span California (8), Missouri (2), New York (1), Florida (1). California is an EEOC deferral state, which extends the federal Title VII / ADA / ADEA filing deadline from 180 to 300 days. Browse state-specific employment rulings for jurisdictional patterns. California rulings, Missouri rulings, New York rulings and Florida rulings.
Opinion Outcomes
Opinion Stages
21 analyzed opinions have a classified procedural stage.
Of the 3 summary-judgment opinions, 1 ended the case in Adams & Associates, Inc.’s favor and 2 let the worker’s claims continue.
What do these stages mean?
- Appeal
- A higher court reviewing an earlier decision. Many published opinions come from this stage, after a lot has already happened in the case.
- Summary judgment
- A ruling where the judge decides the case — or part of it — without a trial, because one side argues the key facts are not in dispute. For workers, getting past this step is often the biggest hurdle.
- Motion to dismiss
- An early request — usually by the employer — to throw the case out before any evidence is gathered.
- Settlement / consent decree
- The two sides resolved the dispute by agreement, sometimes with court approval. Most settlements are private and never show up in published opinions.
Published federal-court opinions only — most workplace disputes are resolved privately. This is not anyone’s odds, and not a finding that any employer violated the law.
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Claim Types
What these numbers mean
A case is one lawsuit, identified by its court and docket number. The docket is the running court record for that same case — it is not an extra case.
A published opinion or ruling is a written court decision. One case can produce several opinions, so opinion counts and case counts answer different questions. Only trusted, reportable opinions are used in the outcome statistics on this page.
Docket entries are the individual filings inside a case — motions, orders, scheduling notices. We read them to confirm a case is real and to see where it got to, but an entry is never counted as a case or as an outcome. A single case can generate hundreds of entries.
Far fewer opinions than cases is normal. Many employment cases settle privately or close without a published opinion. No opinion here does not mean the worker lost; it means this public record does not show a reportable result.
Everything on this page comes from public federal court records. Where we are not confident a record is accurate, we leave it out rather than guess.
Federal court cases
public court recordsOne row per court+docket case · written opinions stay grouped inside their case · plaintiff names redacted
Other employers with published opinions
Browse trusted published opinions involving similar workplaces.
Data sourced from public federal court records via CourtListener.com. Case outcomes extracted using AI analysis. This information is for educational purposes only and does not constitute legal advice. The presence of an employer on this page does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.