Wyeth-Ayerst Laboratories
17 distinct federal employment cases from public court records (2000–2012)
21 trusted published court opinions analyzed; 19 map to 17 distinct cases
What public court records show
Public federal court records list Wyeth-Ayerst Laboratories as an employer in 17 distinct federal employment cases between 2000 and 2012.
Of the 21 trusted published opinions analyzed, the most common outcomes were: 12 ended in a ruling for the employer, 5 had a mixed result, 2 were sent back to a lower court, and 1 settled.
Plaintiffs won 0 of 18 adjudicated opinions (0%).
The most common claims on record were Breach Of Contract, Failure To Accommodate, and Workers Compensation.
Cases were filed across 6 states, most often in TX.
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 17 distinct cases.
0 of 18 adjudicated opinions ended in a plaintiff win.
Does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.
Jurisdictions represented in the analyzed opinions.
About this employer
Wyeth-Ayerst Laboratories appears in 21 trusted published federal employment opinions. Recent written decisions on record:
Susan Goldfaden v. Wyeth Laboratories, Inc. (2012) — Defendant Win. Susan Goldfaden, a former employee of Wyeth Laboratories (a pharmaceutical company), filed a lawsuit against her employer claiming workplace violations. While the specific details of her complaints aren't provided in the available information, this was an employment law dispute that made its way to the U.S. Read the ruling.
Adams v. Wyeth (2005) — Defendant Win. This case involved an employee named Adams who sued her employer, Wyeth, claiming the company failed to properly accommodate her workplace needs. Adams argued that Wyeth should have provided better warnings or accommodations that would have prevented her from being harmed at work. Read the ruling.
Brenda W. Gross v. Wyeth-Ayerst Laboratories, etc (2000) — Defendant Win. Brenda Gross worked for Wyeth-Ayerst Laboratories and suffered a neck injury on the job. She filed a workers' compensation claim to get benefits for her workplace injury. However, the Workers' Compensation Commission denied her claim, and she appealed this decision to the Virginia Court of Appeals. Read the ruling.
The published opinions primarily involve Breach of Contract (6 of 21), Failure to Accommodate (2 of 21). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Breach of Contract and Failure to Accommodate.
Published opinions span Texas (2), Maryland (1), Michigan (1), North Carolina (1). Texas 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. Texas rulings, Maryland rulings, Michigan rulings and North Carolina rulings.
These published opinions sit within the pharmaceutical sector, where sales-force misclassification, FCA whistleblower-retaliation, and disability-accommodation claims raise unique issues.
Opinion Outcomes
Opinion Stages
21 analyzed opinions have a classified procedural stage.
Of the 1 summary-judgment opinions, 1 ended the case in Wyeth-Ayerst Laboratories’s favor and 0 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.
- Settlement / consent decree
- The two sides resolved the dispute by agreement, sometimes with court approval. Most settlements are private and never show up in published opinions.
- Other rulings
- Procedural decisions and orders that do not fit the main stages above.
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 Pharmaceutical 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.