Ford Motor Company
136 distinct federal employment cases from public court records (1983–2026)
27 trusted published court opinions analyzed; 26 map to 23 distinct cases · 13 docket-only cases without a recorded end date
What public court records show
Public federal court records list Ford Motor Company as an employer in 136 distinct federal employment cases between 1983 and 2026.
Of the 27 trusted published opinions analyzed, the most common outcomes were: 12 ended in a ruling for the employer, 5 had a mixed result, 4 were dismissed, and 4 were sent back to a lower court.
Plaintiffs won 2 of 23 adjudicated opinions (9%).
The most common claims on record were Discrimination, Retaliation, and Breach Of Contract.
Cases were filed across 7 states, most often in MI.
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.
Written decisions across 23 distinct cases.
2 of 23 adjudicated opinions ended in a plaintiff win.
Does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.
Jurisdictions represented in the analyzed opinions.
About this employer
Ford Motor Company appears in 27 trusted published federal employment opinions. Recent written decisions on record:
Johnson v. Ford Motor Company (2023) — Mixed Result. Johnson filed a lawsuit against Ford Motor Company, claiming she experienced harassment and worked in a hostile environment. The case involved a coworker who engaged in physical violence (punching). Johnson argued that Ford should be held responsible for this harassment. Read the ruling.
Butler v. Ford Motor Company (2023) — Defendant Win. A former Ford Motor Company employee filed a lawsuit claiming she was fired because of her sex and that the company retaliated against her for complaining about unfair treatment. She also alleged harassment in the workplace. Read the ruling.
Cooks v. Ford Motor Company (2023) — Defendant Win. A worker named Cooks filed a lawsuit against Ford Motor Company, claiming he was treated unfairly because of his race and that the company punished him for complaining about discrimination. Read the ruling.
The published opinions primarily involve Discrimination (9 of 27), Retaliation (8 of 27), Breach of Contract (7 of 27). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Retaliation and Breach of Contract.
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.
Published opinions span Michigan (6), Ohio (4), New York (3), Kansas (2). Michigan 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. Michigan rulings, Ohio rulings, New York rulings and Kansas rulings.
These published opinions sit within the manufacturing sector, where OSHA whistleblower, FMLA, and disability-accommodation claims are most common.
Opinion Outcomes
Opinion Stages
27 analyzed opinions have a classified procedural stage.
Of the 8 summary-judgment opinions, 5 ended the case in Ford Motor Company’s favor and 3 let the worker’s claims continue.
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
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 recordsOne row per court+docket case · written opinions stay grouped inside their case · plaintiff names redacted
Other Manufacturing employers
Browse trusted published opinions 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.