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.
NCGS § 126-5(d) career status law void career state employee NCGS § 126-5(g)
ADMINISTRATIVE APPEAL - R.C. 3319.16 lower court did not abuse its discretion termination of teaching contracts for violation of hazing policy during band camp "fairly serious matters" "good and just cause" for termination Daugherty factors preponderance of the evidence, not manifest weight, was appropriate standard for Board of Education's rejection of a referee's findings of fact.
Although an employee's failure to participate in vocational rehabilitation can constitute voluntary abandonment of the workforce, here the Industrial Commission had some evidence to support its conclusion that the claimant's work-related injuries had rendered him permanently and totally disabled and thus obviated the need for vocational analysis. The magistrate's findings of fact and ultimate recommendation are adopted, and the requested writ of mandamus is denied. Objection overruled writ denied.
summary judgment – R.C. 4112.02(I) – retaliation – but-for cause – ineffective assistance of counsel in civil case
Explore rulings by type of employment law claim.
Check which employment laws may protect you — free, private, and no sign-up required.
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.