Fred Meyer Stores, Inc.
47 distinct federal employment cases from public court records (2000–2024)
16 trusted published court opinions across 15 distinct cases · 2 docket-only cases without a recorded end date
What public court records show
Public federal court records list Fred Meyer Stores, Inc. as an employer in 47 distinct federal employment cases between 2000 and 2024.
Of the 16 trusted published opinions analyzed, the most common outcomes were: 8 ended in a ruling for the worker, 5 ended in a ruling for the employer, and 3 had a mixed result.
Plaintiffs won 8 of 16 adjudicated opinions (50%).
The most common claims on record were Retaliation, Wrongful Termination, and Discrimination.
Cases were filed across 4 states, most often in OR.
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 15 distinct cases.
8 of 16 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
Fred Meyer Stores, Inc. appears in 16 trusted published federal employment opinions. Recent written decisions on record:
Richards v. Harris Teeter (2022) — Plaintiff Win. This case involved a workers' compensation dispute between an employee named Richards and Harris Teeter, a grocery store chain. The central issue was whether Richards had constructively refused suitable employment that was offered by the employer after a workplace injury. Read the ruling.
Richards v. Harris Teeter (2022) — Plaintiff Win. This case involved a workers' compensation dispute between an employee named Richards and grocery chain Harris Teeter. Richards had apparently been injured on the job and was receiving workers' compensation benefits. Read the ruling.
King Soopers, Inc. v. National Labor Relations Board (2017) — Mixed Result. This case involved a King Soopers employee who was suspended and then fired after engaging in union-related activities. The worker claimed the grocery chain retaliated against them for exercising their workplace rights, while King Soopers argued the discipline was for legitimate reasons. Read the ruling.
The published opinions primarily involve Retaliation (6 of 16), Wrongful Termination (4 of 16), Discrimination (2 of 16). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Retaliation, Wrongful Termination and Discrimination.
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 Oregon (2), Colorado (1), Illinois (1), California (1). Oregon 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. Oregon rulings, Colorado rulings, Illinois rulings and California rulings.
These published opinions sit within the retail sector, where wage-and-hour, scheduling, and Title VII harassment claims are the dominant categories.
Opinion Outcomes
Opinion Stages
16 analyzed opinions have a classified procedural stage.
Of the 2 summary-judgment opinions, 0 ended the case in Fred Meyer Stores, Inc.’s favor and 2 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 Retail 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.