United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States and Canada, AFL-CIO, Local 198
18 federal employment cases from public court records (1970–2022)
18 with a published ruling
What public court records show
Public federal court records list United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States and Canada, AFL-CIO, Local 198 as an employer in 18 employment matters between 1970 and 2022.
Of the 14 matters with a recorded outcome, the most common were: 6 had a mixed result, 4 ended in a ruling for the employer, 2 ended in a ruling for the worker, and 1 were dismissed.
Workers obtained a favorable ruling in about 14% of matters with a recorded outcome.
The most common claims on record were Discrimination, Retaliation, and Failure To Accommodate.
Cases were filed across 2 states, most often in LA.
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.
Does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.
About this employer
United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States and Canada, AFL-CIO, Local 198 appears in 14 federal employment-law court rulings on record. These cases sit within the broader workplace context. 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 Discrimination (12 of 14), Retaliation (4 of 14), Failure to Accommodate (2 of 14). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Discrimination, Retaliation and Failure to Accommodate.
Applicable statutes referenced across these rulings include: ADA (42 U.S.C. §§ 12111-12117) — The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in all aspects of employment. See the ADA reference page for filing deadlines, employee thresholds, and remedies. ADA.
Rulings span Louisiana (6), Ohio (1). Browse state-specific employment rulings for jurisdictional patterns. Louisiana rulings and Ohio rulings.
Case Outcomes
Case Stages
The stage at which courts issued United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States and Canada, AFL-CIO, Local 198’s 14 stage-identified rulings.
Of the 4 summary-judgment rulings, 1 ended the case in United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the United States and Canada, AFL-CIO, Local 198’s favor and 3 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.
- Motion to dismiss
- An early request — usually by the employer — to throw the case out before any evidence is gathered.
- Trial verdict
- A judge or jury heard the evidence and reached a decision. Relatively few disputes get this far.
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
Federal cases
public court recordsOne row per case · a badge means the case reached a published ruling · plaintiff names redacted
Other employers with court rulings
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.