Avis Budget Group, Inc.
33 distinct federal employment cases from public court records (2010–2025)
3 trusted published court opinions across 3 distinct cases · 1 docket-only case without a recorded end date
What public court records show
Public federal court records list Avis Budget Group, Inc. as an employer in 33 distinct federal employment cases between 2010 and 2025.
The most common claims on record were Retaliation, Discrimination, and Wage Theft.
Cases were filed across 3 states, most often in FL.
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 3 distinct cases.
Jurisdictions represented in the analyzed opinions.
About this employer
Avis Budget Group, Inc. appears in 3 trusted published federal employment opinions. Recent written decisions on record:
Graves v. Avis Budget Group, Inc. (2022) — Defendant Win. A former Avis employee named Graves filed a lawsuit claiming he was discriminated against and retaliated against by his employer. He wanted his case decided by a jury of ordinary people. Read the ruling.
Alexander v. Avis Budget Group, Inc. (2021) — Settlement. This case involved a worker named Alexander who sued Avis Budget Group, claiming the company violated the Fair Labor Standards Act (FLSA). The FLSA is the federal law that sets rules for minimum wage, overtime pay, and other basic workplace protections. Read the ruling.
Mojapelo v. Avis Car Rental (2019) — Defendant Win. Mojapelo brought a lawsuit against Avis Budget Car Rental, claiming the company discriminated against him, stole wages, and retaliated against him for complaining about unfair treatment. Read the ruling.
The published opinions primarily involve Retaliation, Discrimination, Wage Theft. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Retaliation, Discrimination and Wage Theft.
Published opinions span Florida (1), New York (1), Illinois (1). Florida 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. Florida rulings, New York rulings and Illinois rulings.
These published opinions sit within the transportation sector, where USERRA, FMLA, and DOT safety-retaliation claims appear alongside standard discrimination claims.
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
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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.