The Ohio State University
40 distinct federal employment cases from public court records (2005–2026)
20 trusted published court opinions analyzed; 18 map to 16 distinct cases · 6 docket-only cases without a recorded end date
What public court records show
Public federal court records list The Ohio State University as an employer in 40 distinct federal employment cases between 2005 and 2026.
Of the 20 trusted published opinions analyzed, the most common outcomes were: 11 ended in a ruling for the employer, 4 ended in a ruling for the worker, 3 had a mixed result, and 1 were dismissed.
Plaintiffs won 4 of 19 adjudicated opinions (21%).
The most common claims on record were Discrimination, Wrongful Termination, and Breach Of Contract.
Cases were filed across 1 state (OH).
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 16 distinct cases.
4 of 19 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
The Ohio State University appears in 20 trusted published federal employment opinions. Recent written decisions on record:
Abdullah v. Ohio State Univ. (2025) — Defendant Win. Abdullah, an employee at Ohio State University, sued his employer claiming he faced a hostile work environment based on his race and national origin. He also argued he was forced to quit his job due to these conditions (called "constructive discharge"). Read the ruling.
Leach v. Ohio State Univ. (2024) — Defendant Win. An employee at Ohio State University filed a lawsuit claiming he was discriminated against based on race and sex, and that he experienced a hostile work environment. He also claimed the university broke an agreement covered by a union contract. The employee was terminated during his probationary period. Read the ruling.
Khatri v. Ohio State Univ. (2024) — Defendant Win. A former employee sued Ohio State University, claiming he was wrongfully fired and that the university retaliated against him in violation of genetic information laws. He also alleged that university officials conspired together to harm him and that he was cheated out of intellectual property and compensation. Read the ruling.
The published opinions primarily involve Discrimination (6 of 20), Wrongful Termination (5 of 20), Breach of Contract (5 of 20). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Wrongful Termination and Breach of Contract.
Applicable statutes referenced across these rulings include: GINA (42 U.S.C. §§ 2000ff – 2000ff-11) — Title II of the Genetic Information Nondiscrimination Act (GINA) prohibits employers from using genetic information in making employment decisions, restricts employers from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information. See the GINA reference page for filing deadlines, employee thresholds, and remedies. GINA.
Published opinions 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.
These published opinions sit within the education sector, where Title IX intersects with Title VII and tenure-revocation cases raise heightened procedural protections.
Opinion Outcomes
Opinion Stages
16 analyzed opinions have a classified procedural stage.
Of the 5 summary-judgment opinions, 3 ended the case in The Ohio State University’s favor and 2 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.
- Trial verdict
- A judge or jury heard the evidence and reached a decision. Relatively few disputes get this far.
- Other rulings
- Procedural decisions and orders that do not fit the main stages above.
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.
Facing something similar? Check your rights →
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
Other Education 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.