2 employment law court rulings from public federal records (1852–2021)
Baptist Health appears in 2 federal employment-law court rulings on record. These cases sit within the healthcare sector, where employment disputes commonly involve HIPAA-adjacent retaliation, nursing-license issues, and accommodations under the ADA. 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 Tortious Interference, Regulatory Violation. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Tortious Interference and Regulatory Violation.
Rulings span Arkansas (1), California (1). Browse state-specific employment rulings for jurisdictional patterns. Arkansas rulings and California rulings.
<p>On Facts agreed.</p> <p>Assumpsit, to recover for materials furnished in June, 1849, to the defendant’s intestate, for the building of a chain factory on land, leased to the intestate by a third person.</p> <p>The factory building was attached to secure the lien, allowed by law, and within the ninety days prescribed by law.</p> <p>The estate was decreed insolvent, and the administrator sold the factory for the payment of debts by order of the Probate Court in Dec. 1849.</p> <p>A lien was given hy R. S. chap. 125. It was, however, decided in 28 Maine, 511, Severance v. Hammett, that the lien preference is vacated by the death and represented insolvency of the debtor. But by the Act of 1850, chap. 159, the lien was made to subsist, notwithstanding such death and insolvency. This statute being in addition to the former Act, had a retrospective effect, and gave validity to the lien claimed by the plaintiff. It merely remedied an admitted defect, and reached back so as to perfect the law from the passage of the first Act.</p>
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.