Transportation & Logistics

Chicago Transit Authority

62 distinct federal cases coded as employment matters from public court records (2010–2026)

14 trusted published court opinions across 12 distinct cases · 14 docket-only cases without a recorded end date

What public court records show

In public federal court records, Chicago Transit Authority is named as a party in 62 federal cases coded as employment matters between 2010 and 2026.

Of the 11 trusted published opinions analyzed, the most common outcomes were: 6 ended in a ruling for the employer, 4 had a mixed result, and 1 was dismissed.

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

Plaintiffs won 0 of 11 adjudicated opinions (0%).

The most common claims on record were Discrimination, Retaliation, and Wrongful Termination.

Cases were filed across 1 state (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 12 distinct cases.

Plaintiff Win Rate

0 of 11 adjudicated opinions ended in a plaintiff win.

Does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.

State

Jurisdictions represented in the analyzed opinions.

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About this employer

Chicago Transit Authority appears in 14 trusted published federal employment opinions. Recent written decisions on record:

Russia Brown v. CTA (2026) — Defendant Win. Russia Brown worked for the Chicago Transit Authority and filed a lawsuit claiming he was fired because of his gender identity. Brown also alleged the company punished him for taking family medical leave and violated his rights under the Family and Medical Leave Act (FMLA), which protects workers who need time off for… Read the ruling.

Beal v. Chicago Transit Authority (2025) — Mixed Result. Mr. Beal worked for the Chicago Transit Authority and filed a lawsuit claiming the employer failed to provide reasonable accommodations for his disability under federal disability law. He also alleged he faced discrimination, retaliation for complaining about his treatment, and harassment. Read the ruling.

Gawlik v. Chicago Transit Authority (2024) — Mixed Result. An employee named Gawlik filed a lawsuit against the Chicago Transit Authority claiming discrimination, retaliation, and a hostile work environment. The CTA asked the court to dismiss the entire case before trial. Read the ruling.

The published opinions primarily involve Discrimination (9 of 14), Retaliation (6 of 14), Wrongful Termination (6 of 14). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Retaliation and Wrongful Termination.

Published opinions span Illinois. 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.

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

6 (55%)

Mixed Result

4 (36%)

Dismissed

1 (9%)

3 listed opinions are 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

11 analyzed opinions have a classified procedural stage.

Appeal

4 (36%)

Summary judgment

1 (9%)

Of the 1 summary-judgment opinions, 0 ended the case in Chicago Transit Authority’s favor and 1 let the worker’s claims continue.

Motion to dismiss

6 (55%)

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.

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Claim Types

Discrimination

9 (64%)

Retaliation

6 (43%)

Wrongful Termination

6 (43%)

Failure to Accommodate

5 (36%)

Hostile Work Environment

2 (14%)

Harassment

2 (14%)

Breach of Contract

1 (7%)

States

IL (10)

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. CTA

7th Circuit · Jun 2026 · Illinois · Discrimination

Defendant Win