Lockheed Martin Corporation
21 distinct federal employment cases from public court records (1997–2025)
12 trusted published court opinions across 9 distinct cases · 1 docket-only case without a recorded end date
What public court records show
Public federal court records list Lockheed Martin Corporation as an employer in 21 distinct federal employment cases between 1997 and 2025.
Of the 12 trusted published opinions analyzed, the most common outcomes were: 5 ended in a ruling for the worker, 5 ended in a ruling for the employer, and 2 were dismissed.
Plaintiffs won 5 of 12 adjudicated opinions (42%).
The most common claims on record were Discrimination, Retaliation, and Wrongful Termination.
Cases were filed across 5 states, most often in NY.
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 9 distinct cases.
5 of 12 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
Lockheed Martin Corporation appears in 12 trusted published federal employment opinions. Recent written decisions on record:
Department of Labor & Industries v. Slaugh (2013) — Defendant Win. This case involved a dispute between Washington State's Department of Labor & Industries and an employer named Slaugh. The Department of Labor & Industries is the state agency responsible for enforcing workplace safety laws and workers' compensation requirements. Read the ruling.
Department of Labor & Industries v. Donald M. Slaugh (2013) — Defendant Win. Donald Slaugh, a worker at Lockheed Martin Hanford Corporation, suffered a workplace injury that left him with a permanent partial disability. He needed ongoing life-sustaining medical treatment and wanted the state's workers' compensation system to continue paying for it. Read the ruling.
Lockheed Martin Corp. v. Administrative Review Board (2013) — Plaintiff Win. Andrea Brown, an employee at Lockheed Martin Corporation, reported suspected fraudulent activities by a senior executive within the company. After she made these reports, Brown claimed that her working conditions became so difficult and hostile that she was forced to quit her job. Read the ruling.
The published opinions primarily involve Discrimination (4 of 12), Retaliation (3 of 12), Wrongful Termination (2 of 12). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Retaliation and Wrongful Termination.
Published opinions span New York (3), Maryland (1), Colorado (1), Georgia (1). New York 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. New York rulings, Maryland rulings, Colorado rulings and Georgia rulings.
These published opinions sit within the manufacturing sector, where OSHA whistleblower, FMLA, and disability-accommodation claims are most common.
Opinion Outcomes
Opinion Stages
12 analyzed opinions have a classified procedural stage.
Of the 3 summary-judgment opinions, 2 ended the case in Lockheed Martin Corporation’s favor and 1 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.