3 employment law court rulings from public federal records (1994–2019)
Streetsboro City School District Board of Education appears in 3 federal employment-law court rulings on record. These cases sit within the education sector, where Title IX intersects with Title VII and tenure-revocation cases raise heightened procedural protections. 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 Labor Relations, Collective Bargaining Agreement Dispute, Wrongful Termination. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Labor Relations, Collective Bargaining Agreement Dispute and Wrongful Termination.
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.
ADMINISTRATIVE APPEAL - R.C. 3319.16 lower court did not abuse its discretion termination of teaching contracts for violation of hazing policy during band camp "fairly serious matters" "good and just cause" for termination Daugherty factors preponderance of the evidence, not manifest weight, was appropriate standard for Board of Education's rejection of a referee's findings of fact.
CIVIL - CBA teachers termination hazing R.C. 3319.16 sole remedy referee petition to enforce arbitration litigation untimely appeal of decision statutory proceeding prevails over conflicting provisions in CBA not arbitrable even if timely moot issues.
Labor relations—Schools—Where provision of collective bargaining agreement conflicts with state or local law pertaining to a specific exception listed in R.C. 4117.10(A), the law prevails and the provision is unenforceable.
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.