3,564 employment law court rulings from public federal records (1894–2026)
Failure to accommodate claims arise when an employer does not provide reasonable accommodations for an employee with a disability or sincerely held religious belief. Under the ADA and Title VII, employers must engage in an interactive process to identify effective accommodations unless doing so would cause undue hardship. Common accommodations include modified schedules, assistive technology, and workplace modifications.
Employers most frequently appearing in failure to accommodate rulings.
The Ohio Unemployment Compensation Review Commission (Commission) decided that Plaintiff-appellant's employment termination was for just cause, and, accordingly, that she was ineligible to receive unemployment compensation benefits. The trial court affirmed the Commission's decision. The record is not sufficient to allow a determination of whether the Commission's just cause conclusion is unlawful, unreasonable, or against the manifest weight of the evidence. In particular, the record needs to be further developed to allow the Commission to determine whether Plaintiff-appellant's termination violated the Family and Medical Leave Act (FMLA). Trial court judgment and Commission determination are reversed matter is remanded to the Commission for further proceedings.
CIVIL - disability discrimination retaliatory discharge collateral estoppel res judicata grievance process used collective bargaining agreement statutory claims not barred separate not actually or necessarily litigated separate remedies are not jointly exhaustive summary judgment reasonable and nondiscriminatory basis for termination no evidence of pretext no genuine issue of material fact.
We affirmed the Court of Claims' judgment which granted the Civ.R. 56 motion for summary judgment of appellee finding appellant's termination was not based on her disabilities and that appellee was not required to engage in the interactive process for a reasonable accomodation.
Last injurious exposure Average weekly wage calculation North Carolina Full Industrial Commission authority to amend an award
Defendant doctor appeals a medical malpractice decision. We found that the doctor failed to disclose the risks with medical treatment, the plaintiff expert was qualified to testify of the causal connection between the medical treatment and harm, the trial court properly gave informed consent jury instructions and properly excluded failure to mitigate instructions, there is sufficient evidence to suppot the jury's verdict and the trial court properly conducted the trial and the determination of expert witness. Judgment affirmed.
Opinion and Order: granting Motion for Leave to Proceed in forma pauperis granting [10] Motion to Dismiss - Rule 12(b)(1) REPORTED OPINION The Clerk is directed to enter judgment. Signed by Judge Margaret M. Sweeney. (ac7) Service on parties made.
disability discrimination claim Ohio's Civil Rights Act trial court affirmed decision of the Ohio Civil Rights Commission finding discrimination Ohio Adm.Code 4112-5-08(E)(1) employee was otherwise qualified person capable of safely and substantially performing the essential functions employer failed to grant employee a reasonable accommodation employee adequately mitigated his damages
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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.