7,250 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.
The trial court properly granted summary judgment where there were no genuine issues of material fact because appellant failed to demonstrate any evidence that the decedent's employer or co-employees deliberately intended to cause his death as is required by R.C. 2745.01.
CIVIL-JURISDICTION-FINAL APPEALABLE ORDER - The court of appeals is required to sua sponte raise threshold jurisdictional issue even if not raised by parties. A trial court judgment that orders reinstatement and back pay without determining the amount of back pay to be paid does not constitute a final appealable order because the determination of damages with the requisite specificity is part of determining the action.
Workers' compensation—Whether a claimant has voluntarily retired or has abandoned the workforce is a question of fact for the Industrial Commission to determine—A court must uphold a factual determination by the commission so long as it is supported by some evidence in the record, regardless of whether evidence supporting a contrary conclusion also exists, even if the contrary evidence is greater in quality or quantity—Court of appeals' judgment affirmed.
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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.