University of Toledo
10 distinct federal employment cases from public court records (2013–2026)
4 trusted published court opinions analyzed; 3 map to 3 distinct cases · 3 docket-only cases without a recorded end date
What public court records show
Public federal court records list University of Toledo as an employer in 10 distinct federal employment cases between 2013 and 2026.
The most common claims on record were Wrongful Termination, Breach Of Contract, and Retaliation.
Cases were filed across 1 state (OH).
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 3 distinct cases.
Jurisdictions represented in the analyzed opinions.
About this employer
University of Toledo appears in 4 trusted published federal employment opinions. Recent written decisions on record:
Univ. of Toledo v. Am. Assn. of Univ. Professors, Toledo Chapter (2026) — Plaintiff Win. The University of Toledo fired a professor, claiming Title IX violations (violations of federal education law prohibiting discrimination). The professor's union challenged this termination through arbitration, arguing the firing was unfair and violated their employment contract. Read the ruling.
Univ. of Toledo v. Am. Assn. Univ. Professors (2025) — Mixed Result. The University of Toledo terminated a tenure-track professor, claiming the termination was justified. The professor disputed this, and the case went to arbitration (a private dispute-resolution process). Read the ruling.
Mohler v. Univ. of Toledo Athletic Dept. (2025) — Defendant Win. A female soccer player sued the University of Toledo Athletic Department after being removed from the women's soccer team. She claimed the university harassed her, made false promises about her position on the team, and acted negligently in how they handled her removal. Read the ruling.
The published opinions primarily involve Wrongful Termination, Breach of Contract, Retaliation. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Wrongful Termination, Breach of Contract and Retaliation.
Published opinions 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.
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
Other Education 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.