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.
Appellant, a public employer, appeals from the trial court's denial of an application to vacate an arbitration award that sustained a grievance regarding a union member's employment termination. The arbitrator's interpretation of the relevant provision of the collective bargaining agreement was necessary to determine whether the termination was for just cause. Thus, the arbitrator did not exceed her authority by engaging in the contractual interpretation. Further, the arbitrator's factual conclusions were not a basis upon which the award could be vacated. Finally, the arbitration decision did not violate public policy. Judgment affirmed.
Summary judgment prima facie case sexual harassment gender discrimination retaliation. The trial court did not err in granting the appellees' motion for summary judgment because the appellant did not establish a prima facie case for sexual harassment, gender discrimination, or retaliation.
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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.