1,791 employment law court rulings from public federal records (1977–2026)
184 of 1639 adjudicated opinions ended in a plaintiff win.
Workplace harassment involves unwelcome conduct based on a protected characteristic that creates a hostile or intimidating work environment. To be actionable, harassment must be sufficiently severe or pervasive to alter the conditions of employment. Employers may be liable for harassment by supervisors, coworkers, or even non-employees in certain circumstances.
Employers most frequently appearing in harassment rulings.
The trial court erred in denying the university's motion to vacate an arbitrator's award. The union's demand for arbitration was made outside of the 30-day period allowed by the parties' collective bargaining agreement, and the arbitrator accordingly lacked jurisdiction to proceed with arbitration.…
In a hostile-work environment, sexual harassment case the trial court did not err in granting summary judgment where the school board took timely, corrective action to prevent the harassment, had no constructive knowledge that the individual was a habitual harasser, and where a reasonable person…
Showing 451–500 of 1,791 rulings · Page 10 of 36
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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.