3 employment law court rulings from public federal records (2018–2019)
Ohio Department of Veterans Services appears in 3 federal employment-law court rulings on record. These cases sit within the public sector, where due-process protections, First Amendment retaliation, and union-related (NLRA / state PERB) claims apply. 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 Wrongful Termination, Retaliation. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Wrongful Termination and Retaliation.
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.
Torts—Wrongful discharge—Neither R.C. 124.27(B) nor R.C. 124.56 expresses a clear public policy that would provide basis for a claim under Greeley v. Miami Valley Maintenance Contrs., Inc., by civil-service employees terminated during their probationary period—Court of appeals' judgment reversed and Court of Claims' order dismissing former employee's complaint reinstated.
Trial court's Civ.R. 12(B)(6) dismissal of declaratory judgment claim in combined complaint for mandamus and declaratory judgment reversed. Decision on appeal addresses when those two causes of action may be brought in same complaint. Withdrawn administrative appeal by unclassified employee not sufficient to overcome enforcement of former employee's claims by declaratory judgment. Judgment reversed.
The trial court erred in dismissing plaintiff's claims for wrongful discharge in violation of public policy under Civ.R. 12(B)(6).
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.