Board of Education
10 federal employment cases from public court records (1980–2022)
10 with a published ruling
What public court records show
Public federal court records list Board of Education as an employer in 10 employment matters between 1980 and 2022.
Of the 10 matters with a recorded outcome, the most common were: 4 ended in a ruling for the employer, 2 had a mixed result, 2 ended in a ruling for the worker, and 2 were sent back to a lower court.
Workers obtained a favorable ruling in about 20% of matters with a recorded outcome.
The most common claims on record were Wrongful Termination, Failure To Accommodate, and Disability Discrimination.
Cases were filed across 6 states, most often in HI.
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
Board of Education appears in 10 federal employment-law court rulings on record. These cases sit within the broader workplace context. 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 Wrongful Termination (2 of 10), Failure to Accommodate (2 of 10), Disability Discrimination. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Wrongful Termination, Failure to Accommodate and Disability Discrimination.
Applicable statutes referenced across these rulings include: FMLA (29 U.S.C. §§ 2601-2654) — The Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers to take up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons, with continuation of group health insurance coverage. ADA (42 U.S.C. §§ 12111-12117) — The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in all aspects of employment. GINA (42 U.S.C. §§ 2000ff – 2000ff-11) — Title II of the Genetic Information Nondiscrimination Act (GINA) prohibits employers from using genetic information in making employment decisions, restricts employers from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information. See the FMLA, ADA, GINA reference pages for filing deadlines, employee thresholds, and remedies. FMLA, ADA and GINA.
Rulings span Hawaii (1), South Dakota (1), Connecticut (1), New Jersey (1). Hawaii 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. Hawaii rulings, South Dakota rulings, Connecticut rulings and New Jersey rulings.
Case Outcomes
Case Stages
The stage at which courts issued Board of Education’s 10 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.
- 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.
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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 employers with court rulings
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.