Prospect Airport Services, Inc.
10 distinct federal employment cases from public court records (2010–2021)
3 trusted published court opinions across 2 distinct cases
What public court records show
Public federal court records list Prospect Airport Services, Inc. as an employer in 10 distinct federal employment cases between 2010 and 2021.
The most common claims on record were Hostile Work Environment, Harassment, and Retaliation.
Cases were filed across 1 state (PA).
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
Prospect Airport Services, Inc. appears in 3 trusted published federal employment opinions. Recent written decisions on record:
PETERKIN v. PROSPECT AIRPORT SERVICES, INC. (2021) — Defendant Win. This case involved an employment dispute between a worker named Peterkin and Prospect Airport Services, Inc., an airport service company. While the specific details of what triggered the disagreement aren't provided in the available information, this was clearly an employment-related legal matter that made it to federa… Read the ruling.
Equal Employment Opportunity Commission v. Prospect Airport Services, Inc. (2010) — Plaintiff Win. This case involved sexual harassment at Prospect Airport Services, where a female employee faced unwelcome sexual conduct from coworkers. The woman complained to her employer about the harassment, but the company failed to take proper steps to stop it. Read the ruling.
Eeoc v. Prospect Airport (2010) — Defendant Win. This case involved sexual harassment at Prospect Airport Services. An employee experienced unwelcome sexual harassment from coworkers, creating a hostile work environment. Read the ruling.
The published opinions primarily involve Hostile Work Environment, Harassment, Retaliation. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Hostile Work Environment, Harassment and Retaliation.
Published opinions span Pennsylvania. Pennsylvania 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. Pennsylvania rulings.
These published opinions sit within the transportation sector, where USERRA, FMLA, and DOT safety-retaliation claims appear alongside standard discrimination claims.
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
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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.