2 employment law court rulings from public federal records (2019–2020)
AdvancePierre Foods, Inc. appears in 2 federal employment-law court rulings on record. These cases sit within the manufacturing sector, where OSHA whistleblower, FMLA, and disability-accommodation claims are most common. The set below covers rulings that produced written federal-court decisions; private settlements, EEOC charges resolved without litigation, and state-court cases are not included.
The cases primarily involve Negligence, Intentional Tort, Negligent Inspection. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Negligence, Intentional Tort and Negligent Inspection.
Applicable statutes referenced across these rulings include: 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 NLRA reference page for filing deadlines, employee thresholds, and remedies. NLRA.
CIV.R. 12(B)(6) – NEGLIGENCE – EMPLOYER INTENTIONAL TORT – R.C. 2745.01: Where plaintiff employee suffered a severe hand injury when a coworker activated a mixing machine, the trial court erred in dismissing under Civ.R. 12(B)(6) the employee's negligent-inspection claim against two companies hired by the employer to inspect the machine and to ensure that it had the required guards where the employee alleged in his complaint that his employer had a duty to ensure the safety of the equipment at his workplace, the employer had contracted that duty away to the companies, and the companies had failed to exercise reasonable care in inspecting the machine. The trial court erred in dismissing under Civ.R. 12(B)(6) the employee's R.C. 2745.01 intentional-tort claim against his employer, because the allegations that the employer had actual knowledge that barrier guards were required for the mixing machine, the employer had removed barrier guards from the mixing machine, and, despite the danger, had required the employee to operate the mixing machine without the guards, stated a claim for relief with sufficient particularity to satisfy the heightened pleading standard set forth in Mitchell v. Lawson Milk Co., 40 Ohio St.3d 190, 532 N.E.2d 753 (1998), and its progeny.
Browse rulings 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.