TEMPLE UNIVERSITY HOSPITAL, INC.
26 distinct federal employment cases from public court records (2000–2026)
5 trusted published court opinions across 5 distinct cases · 9 docket-only cases without a recorded end date
What public court records show
Public federal court records list TEMPLE UNIVERSITY HOSPITAL, INC. as an employer in 26 distinct federal employment cases between 2000 and 2026.
Of the 5 trusted published opinions analyzed, the most common outcomes were: 3 ended in a ruling for the employer, 1 had a mixed result, and 1 was sent back to a lower court.
The most common claims on record were Discrimination, Breach Of Contract, and Failure To Accommodate.
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 5 distinct cases.
Jurisdictions represented in the analyzed opinions.
About this employer
TEMPLE UNIVERSITY HOSPITAL, INC. appears in 5 trusted published federal employment opinions. Recent written decisions on record:
PAN v. TEMPLE UNIVERSITY HOSPITAL, INC. (2024) — Defendant Win. Dr. Pan filed a lawsuit against Temple University Hospital, claiming the hospital discriminated against him and retaliated against him for complaining about unfair treatment. He also argued the hospital broke an employment contract with him. Read the ruling.
Cartagena v. Temple Univ. Hosp., Inc. (2019) — Defendant Win. A Temple University Hospital employee filed a lawsuit claiming discrimination and wrongful termination based on a disability. The employee argued the hospital failed to accommodate their condition, retaliated against them for requesting accommodations, and violated federal family leave laws. Read the ruling.
Dubose v. District 1199C, National Union of Hospital & Health Care Employees (2000) — Mixed Result. A hospital worker filed a lawsuit against Temple University Hospital and their union, claiming the employer discriminated against them, refused to accommodate a disability, wrongfully fired them, and broke their employment contract. The union was also accused of failing to properly represent the worker's interests. Read the ruling.
The published opinions primarily involve Discrimination (3 of 5), Breach of Contract (3 of 5), Failure to Accommodate (2 of 5). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Breach of Contract and Failure to Accommodate.
Applicable statutes referenced across these rulings include: NLRA (29 U.S.C. §§ 151-169) — The National Labor Relations Act (NLRA) protects the rights of employees to organize, form or join labor unions, bargain collectively through representatives of their choosing, and engage in other concerted activities for mutual aid or protection. See the NLRA reference page for filing deadlines, employee thresholds, and remedies. NLRA.
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 healthcare sector, where employment disputes commonly involve HIPAA-adjacent retaliation, nursing-license issues, and accommodations under the ADA.
Opinion Outcomes
Opinion Stages
5 analyzed opinions have a classified procedural stage.
Of the 3 summary-judgment opinions, 2 ended the case in TEMPLE UNIVERSITY HOSPITAL, INC.’s favor and 1 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.
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.
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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 Healthcare 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.