3 employment law court rulings from public federal records (2020–2026)
Ohio Association of Public School Employees appears in 3 federal employment-law court rulings on record. These cases sit within the nonprofit sector, where mission-alignment defenses sometimes complicate Title VII analysis. 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 Unfair Labor Practice, Breach of Contract, Wage Theft. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Unfair Labor Practice, Breach of Contract and Wage Theft.
Rulings span Ohio. Ohio 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. Ohio rulings.
Per Mayle, J., although framed as contract claims, plaintiff's complaint alleges conduct that, if proven, constitutes an unfair labor practice specifically enumerated in R.C. 4117.11. State Employee Relations Board ("SERB") has exclusive jurisdiction over her claims. Plaintiff has not been deprived of a forum in which to bring her claims. R.C. Chapter 4117 vests SERB with jurisdiction in the first instance and redress may be sought in the courts depending on SERB's disposition of her claims.
Complaint filed in court of common pleas alleging unfair labor practice of deducting union dues after employee withdrew from the union; dismissed on the pleadings; unfair labor practices are under exclusive jurisdiction of State Employment Relations Board ("SERB"); R.C. 4117.11; framing dispute in terms of contract law claims does not remove case from jurisdiction of SERB; Darling v. Am. Fedn. of State, Cty., & Mun. Emp., 2024-Ohio-2181 (10th Dist.); affirmed.
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.