Beverly Health
11 federal employment cases from public court records (1997–2016)
7 with a published ruling · 4 open dockets
What public court records show
Public federal court records list Beverly Health as an employer in 11 employment matters between 1997 and 2016.
Of the 7 matters with a recorded outcome, the most common were: 4 ended in a ruling for the employer, 2 had a mixed result, and 1 ended in a ruling for the worker.
Workers obtained a favorable ruling in about 14% of matters with a recorded outcome.
The most common claims on record were Retaliation, Wrongful Termination, and Failure To Accommodate.
Cases were filed across 1 state (WV).
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.
Does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.
About this employer
Beverly Health appears in 7 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 Retaliation (4 of 7), Wrongful Termination (2 of 7), Failure to Accommodate (2 of 7). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Retaliation, Wrongful Termination and Failure to Accommodate.
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.
Rulings span West Virginia. West Virginia 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. West Virginia rulings.
Case Outcomes
Case Stages
The stage at which courts issued Beverly Health’s 7 stage-identified rulings.
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.
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
Federal cases
public court recordsOne row per case · a badge means the case reached a published ruling · plaintiff names redacted
Other Healthcare employers
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.