AT&T, Inc.
402 distinct federal employment cases from public court records (2007–2026)
26 trusted published court opinions across 21 distinct cases · 19 docket-only cases without a recorded end date
What public court records show
Public federal court records list AT&T, Inc. as an employer in 402 distinct federal employment cases between 2007 and 2026.
Of the 26 trusted published opinions analyzed, the most common outcomes were: 11 ended in a ruling for the employer, 5 had a mixed result, 4 settled, and 4 were dismissed.
Plaintiffs won 1 of 21 adjudicated opinions (5%).
The most common claims on record were Discrimination, Breach Of Contract, and Failure To Accommodate.
Cases were filed across 11 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 21 distinct cases.
1 of 21 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
AT&T, Inc. appears in 26 trusted published federal employment opinions. Recent written decisions on record:
Lewis v. AT&T Mobility Services, LLC (2025) — Defendant Win. Lewis filed a lawsuit against AT&T Mobility Services, claiming the company discriminated against him, failed to provide accommodations for a disability, retaliated against him, and harassed him at work. Read the ruling.
Calloway v. AT&T Corp. (2024) — Dismissed. An AT&T employee named Calloway filed a lawsuit against the telecommunications company, claiming the employer violated federal wage and hour laws under the Fair Labor Standards Act (FLSA). The FLSA sets rules about minimum wage, overtime pay, and other workplace compensation requirements. Read the ruling.
Beans v. AT&T Services Inc (2022) — Defendant Win. Employees at AT&T Services Inc. sued the company, claiming they were not paid overtime wages as required by federal law. The workers argued that AT&T violated overtime protection rules by failing to compensate them properly for extra hours worked. Read the ruling.
The published opinions primarily involve Discrimination (8 of 26), Breach of Contract (6 of 26), Failure to Accommodate (4 of 26). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Breach of Contract and Failure to Accommodate.
Applicable statutes referenced across these rulings include: Title VII (42 U.S.C. §§ 2000e – 2000e-17) — Title VII is the cornerstone federal anti-discrimination statute. ADEA (29 U.S.C. §§ 621-634) — The Age Discrimination in Employment Act (ADEA) protects employees and job applicants who are 40 years of age or older from discrimination based on age in hiring, promotion, discharge, compensation, and other terms, conditions, or privileges of employment. See the Title VII, ADEA reference pages for filing deadlines, employee thresholds, and remedies. Title VII and ADEA.
Published opinions span California (10), Illinois (3), Washington (2), Texas (2). 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, Illinois rulings, Washington rulings and Texas rulings.
These published opinions sit within the technology sector, where age-discrimination, non-compete, and whistleblower-retaliation claims appear frequently.
Opinion Outcomes
Opinion Stages
26 analyzed opinions have a classified procedural stage.
Of the 7 summary-judgment opinions, 4 ended the case in AT&T, Inc.’s favor and 3 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.
- Other rulings
- Procedural decisions and orders that do not fit the main stages above.
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.
Facing something similar? Check your rights →
Claim Types
Related Laws
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 Technology employers
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.