6,641 employment law court rulings from public federal records (1869–2026)
Retaliation occurs when an employer takes adverse action against an employee for engaging in legally protected activity, such as filing a discrimination complaint, reporting safety violations, or participating in an investigation. Retaliation is the most commonly filed charge with the EEOC. These cases examine whether a causal connection exists between the protected activity and the adverse employment action.
Employers most frequently appearing in retaliation rulings.
EMPLOYMENT DISCRIMINATION – DISABILITY DISCRIMINATION – REASONABLE ACCOMMODATION – RETALIATORY DISCHARGE – SUMMARY JUDGMENT: The trial court erred when it granted summary judgment to defendant former employer on plaintiff former employee's disability-discrimination claim because the deposition transcripts and plaintiff former employee's medical and personnel records created genuine issues of material fact as to whether 1.) plaintiff former employee's physical and mental impairments substantially limited his major life activities, and 2.) whether defendant former employer provided reasonable accommodations. The trial court did not err when it granted summary judgment to defendant former employer on plaintiff former employee's retaliation claim because the evidence did not create a genuine issue of material fact and showed that defendant former employer terminated plaintiff former employee because of violation of attendance and respect policies, which were legitimate and nondiscriminatory reasons for that termination.
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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.