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.
This appeal involves the termination of a firefighter's employment with the City of Memphis. The firefighter appealed his termination to the City of Memphis Civil Service Commission. He also filed a lawsuit in federal district court asserting various causes of action against the City of Memphis and other defendants. After a six-day jury trial in federal court, the jury returned a verdict in favor of the defendants. The City of Memphis then sought dismissal of the firefighter's appeal before the Civil Service Commission based on the principles of res judicata and/or collateral estoppel. The Civil Service Commission granted the motion and dismissed the appeal. The firefighter then sought review in chancery court, and the chancery court upheld the decision of the Civil Service Commission. We reverse and remand for further proceedings.
The trial court's judgment finding that appellant failed to carry his ultimate burden of demonstrating that the adverse employment action resulted from unlawful discrimination was not against the manifest weight of the evidence.
State employee with work-related driving privileges did not have his ability to perform his job impaired, especially when his job entailed minimal driving. Further, employee's application for FMLA leave for three months should have been granted. Summary judgment for the Ohio Department of Transportation in ensuing lawsuit was not appropriate.
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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.