7,249 employment law court rulings from public federal records (1863–2026)
Wrongful termination claims arise when an employee is fired in violation of federal or state law, public policy, or an employment contract. While most employment is at-will, employers cannot terminate employees for illegal reasons such as discrimination, retaliation, or exercising legal rights. These cases examine whether the stated reason for termination was pretextual.
Employers most frequently appearing in wrongful termination rulings.
wrongful termination in violation of public policy, Greeley, Civ.R. 12(B)(6), contract employee, at-will employee, Title IX, motion to dismiss
The named defendant, E, an employee of the plaintiff, the Department of Public Health, filed a complaint with the defendant Commission on Human Rights and Opportunities, alleging that the plaintiff retaliated against her for a whistleblower disclosure that she had made and that allegedly was protected by statute ((Rev. to 2017) § 4-61dd). E's job duties included reviewing the qualifications of individuals who are appointed to be a municipal director or acting director of health. The department had received an appointment letter from the then director of health of Hartford, requesting approval of W as Hartford's acting director of health. Both the letter and W's resume represented that W held a master's degree in public health, which is one of two alternative statutory ((Rev. to 2015) § 19a-200 (a)) prerequisites for the appointment to the position of municipal director of health. E reviewed the request, including W's resume, and she drafted a letter approving the appointment without first verifying that W actually possessed a master's degree in public health. The Commissioner of Public Health ultimately signed the approval letter. E subsequently learned that W did not possess a master's degree in public health, and, after she notified her supervisor, B, W was removed from the acting director position. Shortly thereafter, E again failed to verify the credentials of an individual who had been appointed to serve as another municipality's acting director of health. When B learned of the repeated error, E received a letter of reprimand. E subse- quently received another letter of reprimand and multiple, unsatisfactory performance appraisals, and was ultimately demoted. Pursuant to a collective bargaining agreement, E filed grievances challenging the fore- going, adverse personnel actions but did not raise a whistleblower retali- ation claim in connection with those grievances. All of the grievances were denied. E then filed the present whistleblower retaliation claim wit
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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.