Wynn Las Vegas, LLC
11 distinct federal employment cases from public court records (2011–2026)
3 trusted published court opinions across 3 distinct cases · 1 docket-only case without a recorded end date
What public court records show
Public federal court records list Wynn Las Vegas, LLC as an employer in 11 distinct federal employment cases between 2011 and 2026.
The most common claims on record were Hostile Work Environment, Retaliation, and Sex Discrimination.
Cases were filed across 1 state (NV).
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
Wynn Las Vegas, LLC appears in 3 trusted published federal employment opinions. Recent written decisions on record:
Little v. Wynn Las Vegas, LLC (2024) — Settlement. This case involved a workplace injury caused by a defective ladder manufactured by Climbtek, Inc. The worker was injured when the ladder failed, but the case became complicated because the original ladder company had changed ownership. The new company, Michigan Ladder Company, LLC, had taken over the business. Read the ruling.
Schrader v. Wynn (2022) — Mixed Result. A worker filed a lawsuit against Wynn Las Vegas alleging sex discrimination, workplace harassment, and hostile work conditions. The complaint also included claims of retaliation for reporting problems and alleged civil conspiracy. The defendants asked the court to throw out the case entirely. Read the ruling.
Vincent Fried v. Wynn Las Vegas, LLC (2021) — Remanded. Vincent Fried worked at Wynn Las Vegas and faced sexual harassment from both customers and coworkers. When he reported this harassment, the casino failed to take meaningful action to stop it. Fried sued, claiming the company created a hostile work environment that violated his rights under federal employment law. Read the ruling.
The published opinions primarily involve Hostile Work Environment, Retaliation, Sex Discrimination. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Hostile Work Environment, Retaliation and Sex Discrimination.
Published opinions span Nevada. Nevada 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. Nevada rulings.
These published opinions sit within the hospitality sector, where wage theft, tip-pooling violations, and sexual-harassment claims are common.
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
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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.