Pentair Flow Technologies, LLC
6 distinct federal employment cases from public court records (2014–2021)
3 trusted published court opinions across 2 distinct cases
What public court records show
Public federal court records list Pentair Flow Technologies, LLC as an employer in 6 distinct federal employment cases between 2014 and 2021.
The most common claims on record were Discrimination, Retaliation, and Wrongful Termination.
Cases were filed across 2 states, most often in KS.
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 2 distinct cases.
Jurisdictions represented in the analyzed opinions.
About this employer
Pentair Flow Technologies, LLC appears in 3 trusted published federal employment opinions. Recent written decisions on record:
Ross v. Pentair Flow Technologies, LLC (2021) — Settlement. This case involved an employment law dispute between an employee named Ross and Pentair Flow Technologies, LLC. The case was filed in Kansas federal court in November 2021. Read the ruling.
Manuel Banderas v. Pentair Water Pool and Spa, Inc. (2021) — Remanded. Manuel Banderas sued his employer, Pentair Water Pool and Spa, Inc., claiming he was fired in retaliation for requesting workplace accommodations and for other unlawful reasons. He filed the case in federal court. Read the ruling.
Ross v. Pentair Flow Technologies, LLC (2020) — Defendant Win. Ross filed a race discrimination lawsuit against his employer, Pentair Flow Technologies, claiming he faced unfair treatment based on his race. To build his case, Ross asked the court to require the company to hand over certain documents—including disciplinary records, employee lists, and complaint histories. Read the ruling.
The published opinions primarily involve Discrimination, Retaliation, Wrongful Termination. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Retaliation and Wrongful Termination.
Published opinions span Kansas (2), California (1). Kansas 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. Kansas rulings and California rulings.
These published opinions sit within the manufacturing sector, where OSHA whistleblower, FMLA, and disability-accommodation claims are most common.
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.