CHICAGO- Air Force combat pilot John Paul Castillo III was fired from United Airlines (UA) in 2023 after refusing to enter a substance abuse program following a DUI arrest in Montgomery County, Texas (CXO). Castillo has now filed a lawsuit alleging racial discrimination and wrongful termination.
The pilot argues that United assumed he was an alcoholic because he is Hispanic, despite an independent evaluation stating otherwise. United, however, says it followed established safety and FAA medical protocols.
Terminated Pilot Sues United Airlines
Castillo joined United Airlines in 2023 after serving as an Air Force combat pilot. On July 22, 2023, he was arrested in Montgomery County, Texas, for suspected DUI after a field sobriety test. No blood alcohol test was conducted, and he later reported that all charges were dismissed, likely through a pretrial diversion.
Following FAA requirements, Castillo disclosed the incident to both United Airlines (UA) and the Federal Aviation Administration (FAA).
United required him to enroll in the HIMS program, a joint FAA–industry initiative designed for pilots with substance use issues. Castillo refused, maintaining that his DUI was an isolated incident and that an independent evaluator confirmed he did not have an alcohol-use disorder.
His first-class medical certificate, mandatory for all commercial airline pilots, was deferred pending FAA review in October 2023. A month later, United terminated his employment, citing his inability to perform flight duties without a valid medical certificate.
Castillo contends that a white probationary pilot facing similar DUI charges remained employed because he joined the treatment program.
The Lawsuit and Its Legal Grounds
On September 13, 2024, Castillo filed a complaint with the Equal Employment Opportunity Commission (EEOC), later receiving a right-to-sue letter on July 15, 2025. His lawsuit, filed on October 13, 2025, accuses United of:
- Violating the Americans with Disabilities Act (ADA) for perceiving him as having an alcohol-use disorder and retaliating against him.
- Violating Title VII through race and national origin discrimination.
- Defamation, for initially recording his firing as performance-related.
However, legal precedent is not in his favor. Federal aviation regulations require all pilots under Part 121 carriers to hold a valid first-class medical certificate. In the Fifth Circuit, where Castillo was based, the ADA does not compel employers to retain employees unable to meet legally mandated qualifications.
His retaliation and defamation claims also appear weak. Courts generally require evidence of protected activity before termination, which “lawyering up” during a DUI case does not satisfy. Additionally, United’s reporting in the FAA Pilot Records Database falls under federal protections unless proven materially false.
The Likely Outcome
Legal experts expect most of Castillo’s claims to be dismissed early. United’s adherence to FAA medical requirements is likely to outweigh claims of bias.
The ADA discrimination allegation could survive initial review if Castillo can demonstrate that similarly situated white pilots were treated differently, but the evidence appears limited.
United may seek to settle the case privately to avoid reputational damage, though a verdict in Castillo’s favor seems unlikely without strong comparative data.
Broader Implications for Pilots
The aviation industry’s strict approach to alcohol use stems from safety mandates. Even a single alcohol-related incident can jeopardize a pilot’s career and medical certification. Programs like HIMS are designed to offer rehabilitation and re-entry pathways, but refusal to participate often leads to permanent grounding.
While Castillo’s case raises questions about fairness and bias in enforcement, it also underscores the uncompromising standards governing pilot responsibility. Alcohol misuse—real or perceived—remains a career-defining issue in commercial aviation.
The current case, filed under docket number 4:25-cv-04881, is pending in the U.S. District Court for the Southern District of Texas. The plaintiff seeks reinstatement, back pay, and damages, alleging both racial discrimination and retaliation under federal employment law.
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