2 employment law court rulings from public federal records (2006–2018)
City of Dayton, Ohio appears in 2 federal employment-law court rulings on record. These cases sit within the public sector, where due-process protections, First Amendment retaliation, and union-related (NLRA / state PERB) claims apply. 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, Retaliation. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Wrongful Termination and Retaliation.
Rulings span Ohio. Ohio 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. Ohio rulings.
Plaintiff-appellant appeals the trial court's decision upholding an order of the City of Dayton's Civil Service Board (Board) which affirmed his demotion from Firefighter Recruit to Emergency Medical Technician-Basic. The demotion occurred during Plaintiff-appellant's Firefighter Recruit probationary period with the demotion being triggered by an injury he sustained during recruit training which prevented him from completing the Firefighter Recruit training program. Plaintiff-appellant's demotion did not violate any state or federal law, and, further, it is not contrary to public policy. Plaintiff-appellant's demotion occurred in a manner consistent with Civil Service Rule 10, Section 5. The Board's reference to Rule 12, Section 3 in its order, though misplaced, does not affect the validity of the Board's determination. Plaintiff-appellant's demotion was not unreasonable. Finally, Plaintiff-appellant's appeal to the Board was not illusory. Judgment affirmed. (Froelich, J., concurring in judgment only.)
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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.