Court of Appeals of Ohio

Two former employees of the defendant were subjected to repeated instances of sexual harassment by the clinic’s patients. The employees alleged that they complained to the defendant about the conduct, but he failed to take any corrective action. They filed suit in the Clark County Court of Common Pleas alleging sexual harassment. The court granted summary judgment in favor of the defendant, holding that Ohio law did not recognize such a claim based on the conduct of non-employees. In Anania v. Daubenspeck Chiropractic, 129 Ohio App.

In Edwards v. Ohio Institute of Cardiac Care, 170 Ohio App.3d 619 (2007), the plaintiff, a scheduler, received frequent inappropriate emails and physical contact from her supervisor, including touching on the shoulder and lower back. After she reported the behavior, she began receiving tardiness notices and was terminated, allegedly for changing clothes at work before the Fourth of July weekend. She sued for sexual harassment and retaliation in the Greene County Court of Common Pleas. A jury found in her favor on harassment but for the employer on retaliation.

The plaintiff-appellant was the “head golf professional” at the Congress Lake Golf Club. Despite her formidable golfing pedigree, the club’s board of directors requested her resignation, ostensibly because of her inability to manage various golf programs. She sued the defendant for sex discrimination in the Stark County Court of Common Pleas.

The plaintiffs worked at a restaurant operated by GZK. They alleged that a cook who worked with them repeatedly made lewd and sexually violent comments toward them, as well as touched them inappropriately without consent. The plaintiffs also alleged that a supervisor also made inappropriate sexual comments and groped them as he pretended to accidentally brush against them. They testified that they had brought this behavior to the attention of the management.

In the case In re Jane Doe, a juvenile filed a petition in the Columbiana County Court of Common Pleas, Juvenile Division, seeking a judicial bypass to obtain an abortion without parental notification. The trial court denied the request, finding that she lacked sufficient maturity and information to make the decision independently.

In Jones v. MTD Consumer Group, Inc., 32 N.E.3d 1030 (2015), the plaintiff was terminated after engaging in threatening and inappropriate behavior toward a former romantic partner who worked at the same company. The coworker reported that the plaintiff made a menacing gesture toward her and her new boyfriend outside of her home, and continued to direct derogatory remarks at her in the workplace. Following his dismissal, he filed suit in the Medina County Court of Common Pleas, alleging "reverse gender discrimination" and negligent retention.

In Lascu v. Apex Paper Box Co. (Ohio Ct. App. 2011), the plaintiff, a longtime employee with nearly thirty years of service, was terminated as part of a company-wide reduction in force. She filed suit in the Cuyahoga County Court of Common Pleas alleging gender discrimination. The trial court granted summary judgment for the employer, and the Eighth District Court of Appeals affirmed.

Ginger Mender, who was elected mayor of the Village of Chauncey, alleged that immediately after she took office, the Village conspired to force her to resign. She claimed that Village employees refused her an office, keys to Village buildings, basic office equipment, and disrupted her attempts to speak at Village council meetings with ridicule and laughter. After she refused a request to resign, three different petitions were filed in the Athens County Court of Common Pleas. She filed suit for gender discrimination, among other claims, in the Athens County Court of Common Pleas.

In Moe v. Yost (2025), the plaintiffs/appellants are two transgender adolescents and their families, challenging House Bill 68, also known as the SAFE Act, which restricts minors in Ohio from gaining access to gender-affirming care and services. The defendants/appellees are the Attorney General of Ohio, et al. 

Marilyn Payton worked for Receivables Outsourcing for six weeks, during which time she was sexually harassed by a fellow employee who was assigned to train her. The harassment consisted of inappropriate comments until one day the coworker pulled up to her car as she was driving away from work, asked her to roll down her window, and then offered her ten dollars to perform a sex act.