Lockheed Martin Corporation
27 federal employment cases from public court records (1997–2025)
15 with a published ruling · 12 open dockets
What public court records show
Public federal court records list Lockheed Martin Corporation as an employer in 27 employment matters between 1997 and 2025.
Of the 15 matters with a recorded outcome, the most common were: 7 ended in a ruling for the employer, 5 ended in a ruling for the worker, and 3 were dismissed.
Workers obtained a favorable ruling in about 33% of matters with a recorded outcome.
The most common claims on record were Discrimination, Retaliation, and Whistleblower.
Cases were filed across 7 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.
Does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.
About this employer
Lockheed Martin Corporation appears in 15 federal employment-law court rulings on record. These cases sit within the manufacturing sector, where OSHA whistleblower, FMLA, and disability-accommodation claims are most common. 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 Discrimination (5 of 15), Retaliation (3 of 15), Whistleblower (2 of 15). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Retaliation and Whistleblower.
Applicable statutes referenced across these rulings include: ADA (42 U.S.C. §§ 12111-12117) — The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in all aspects of employment. See the ADA reference page for filing deadlines, employee thresholds, and remedies. ADA.
Rulings span New York (3), Texas (1), Nevada (1), Maryland (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, Texas rulings, Nevada rulings and Maryland rulings.
Case Outcomes
Case Stages
The stage at which courts issued Lockheed Martin Corporation’s 15 stage-identified rulings.
Of the 3 summary-judgment rulings, 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
Federal cases
public court recordsOne row per case · a badge means the case reached a published ruling · plaintiff names redacted
Other Manufacturing employers
Browse rulings 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.