Transportation & Logistics

Burlington Northern & Santa Fe Railway Co.

17 distinct federal cases coded as employment matters from public court records (1978–2018)

8 trusted published court opinions across 8 distinct cases

What public court records show

In public federal court records, Burlington Northern & Santa Fe Railway Co. is named as a party in 17 federal cases coded as employment matters between 1978 and 2018.

Of the 7 trusted published opinions analyzed, the most common outcomes were: 4 ended in a ruling for the employer, 2 had a mixed result, and 1 was sent back to a lower court.

1 further opinion is listed below but left out of these outcome figures, because the employer brought the case or was not a party to it.

The most common claims on record were Discrimination, Failure To Accommodate, and Wrongful Termination.

Cases were filed across 4 states, most often in IL.

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.

Published Opinions Analyzed

Written decisions across 8 distinct cases.

States

Jurisdictions represented in the analyzed opinions.

Facing something similar at work?Check your rights — free, private, no sign-up

About this employer

Burlington Northern & Santa Fe Railway Co. appears in 8 trusted published federal employment opinions. Recent written decisions on record:

Hogroe v. Burlington Northern & Santa Fe Railway Company (2018) — Defendant Win. This case involved a railroad worker named Hogroe who had a dispute with Burlington Northern & Santa Fe Railway Company over workplace issues covered by special railroad labor laws. Read the ruling.

Danny Snapp v. United Transportation Union (2013) — Remanded. Danny Snapp filed a lawsuit against the United Transportation Union, a labor organization that represents transportation workers. The case involved employment law issues, though the specific complaints aren't detailed in the available information. Read the ruling.

Equal Employment Opportunity Commission v. Burlington Northern & Santa Fe Railway Co. (2009) — Mixed Result. An employee named Payne filed a discrimination complaint with the Equal Employment Opportunity Commission against Burlington Northern & Santa Fe Railway Co., claiming the company failed to accommodate a disability. Read the ruling.

The published opinions primarily involve Discrimination (8 of 8), Failure to Accommodate (6 of 8), Wrongful Termination. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Failure to Accommodate and Wrongful Termination.

Published opinions span Illinois (2), Oklahoma (2), Tennessee (1), Washington (1). Illinois 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. Illinois rulings, Oklahoma rulings, Tennessee rulings and Washington rulings.

These published opinions sit within the transportation sector, where USERRA, FMLA, and DOT safety-retaliation claims appear alongside standard discrimination claims.

Opinion Outcomes

Defendant Win

4 (57%)

Mixed Result

2 (29%)

Remanded

1 (14%)

1 listed opinion is not counted here: the employer brought the case, or was not a party to an appeal against an agency, so the recorded outcome is not a result for or against a worker.

Opinion Stages

7 analyzed opinions have a classified procedural stage.

Appeal

Summary judgment

Of the 3 summary-judgment opinions, 2 ended the case in Burlington Northern & Santa Fe Railway Co.’s favor and 1 let the worker’s claims continue.

Motion to dismiss

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.

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

Discrimination

8 (100%)

Failure to Accommodate

6 (75%)

Wrongful Termination

1 (13%)

States

IL (2)OK (2)TN (1)WA (1)

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 records

One row per court+docket case · written opinions stay grouped inside their case · plaintiff names redacted

Employee v. Burlington Northern & Santa Fe Railway Company

N.D. Ill. · Dec 2018 · Illinois · Discrimination

Defendant Win