8,571 employment law court rulings from public federal records (1889–2026)
Employment discrimination occurs when an employer treats an employee or applicant unfavorably because of a protected characteristic such as race, sex, age, disability, or religion. Federal laws including Title VII, the ADA, and the ADEA prohibit workplace discrimination. These cases often involve claims of disparate treatment or disparate impact on protected groups.
Employers most frequently appearing in discrimination rulings.
The plaintiff appealed from the trial court's judgment for the defendant, rendered following its grant of the defendant's motion for summary judgment on the plaintiff's complaint alleging, inter alia, employment discrimination based on disability. The plaintiff claimed that the court improperly concluded that a genuine issue of material fact did not exist with respect to her claims. Held: The trial court properly rendered summary judgment for the defendant, as the evidence, even when viewed in the light most favorable to the plaintiff, was insufficient to create a genuine issue of material fact as to whether the plaintiff's position, at the time of her hiring, required some measure of in person work in the office, and the same evidence also established, as a matter of law, that the plaintiff's proposed accommodation to work entirely from home was not reasonable because that accommodation would elimi- nate an essential job function. Argued November 12, 2024—officially released July 1, 2025
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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 classification of claim types is based on automated analysis and may not reflect the full scope of each case.