Good Shepherd Penn Partners
5 distinct federal employment cases from public court records (2002–2025)
3 trusted published court opinions across 2 distinct cases
What public court records show
Public federal court records list Good Shepherd Penn Partners as an employer in 5 distinct federal employment cases between 2002 and 2025.
The most common claims on record were Discrimination, Retaliation, and Failure To Accommodate.
Cases were filed across 1 state (PA).
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 2 distinct cases.
Jurisdictions represented in the analyzed opinions.
About this employer
Good Shepherd Penn Partners appears in 3 trusted published federal employment opinions. Recent written decisions on record:
PAINADATH v. GOOD SHEPHERD PENN PARTNERS (2025) — Defendant Win. This case involved an employment dispute between a worker named Painadath and Good Shepherd Penn Partners, which appears to be a healthcare organization. Unfortunately, the available court records don't provide enough detail to explain what specific employment issue led to this lawsuit or what workplace problem the emp… Read the ruling.
PAINADATH v. GOOD SHEPHERD PENN PARTNERS (2024) — Mixed Result. This case involved an employment civil rights dispute between a worker named Painadath and their employer, Good Shepherd Penn Partners. The specific details of what triggered the legal conflict are not available from the court records, but it appears to center on workplace civil rights violations. Read the ruling.
Poyner v. Good Shepherd Rehab at Muhlenberg (2002) — Defendant Win. Nancy Poyner worked at Good Shepherd Rehabilitation at Muhlenberg when she filed a lawsuit claiming her employer discriminated against her based on both her age and disability. Read the ruling.
The published opinions primarily involve Discrimination, Retaliation, Failure to Accommodate. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Retaliation and Failure to Accommodate.
Published opinions span Pennsylvania. Pennsylvania 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. Pennsylvania rulings.
These published opinions sit within the healthcare sector, where employment disputes commonly involve HIPAA-adjacent retaliation, nursing-license issues, and accommodations under the ADA.
Claim Types
States
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
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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.