State University of New York at Stony Brook
8 distinct federal employment cases from public court records (2002–2022)
4 trusted published court opinions across 4 distinct cases · 1 docket-only case without a recorded end date
What public court records show
Public federal court records list State University of New York at Stony Brook as an employer in 8 distinct federal employment cases between 2002 and 2022.
The most common claims on record were Discrimination, Failure To Accommodate, and Retaliation.
Cases were filed across 1 state (NY).
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 4 distinct cases.
Jurisdictions represented in the analyzed opinions.
About this employer
State University of New York at Stony Brook appears in 4 trusted published federal employment opinions. Recent written decisions on record:
De Figueroa v. New York State, State University of New York at Stony Brook (2022) — Defendant Win. An employee named De Figueroa filed a discrimination lawsuit against the State University of New York at Stony Brook in 2022. The employee claimed the university violated their civil rights in the workplace, alleging employment discrimination occurred during their time working there. Read the ruling.
Fox v. State University of New York (2010) — Defendant Win. This case involved an employee named Fox who filed a discrimination lawsuit against the State University of New York (SUNY). Fox claimed that the university had treated them unfairly based on protected characteristics covered under employment discrimination laws. Read the ruling.
Forbes v. State University of New York at Stony Brook (2003) — Dismissed. An employee named Forbes filed a discrimination lawsuit against State University of New York at Stony Brook in 2003. Forbes claimed the university discriminated against them in violation of employment laws. Read the ruling.
The published opinions primarily involve Discrimination, Failure to Accommodate, Retaliation. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Failure to Accommodate and Retaliation.
Published opinions span New York. New York 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. New York rulings.
These published opinions sit within the education sector, where Title IX intersects with Title VII and tenure-revocation cases raise heightened procedural protections.
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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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.