{"id":109528,"date":"2025-08-25T19:37:44","date_gmt":"2025-08-25T14:07:44","guid":{"rendered":"https:\/\/aviationa2z.com\/?p=109528"},"modified":"2025-10-30T23:34:00","modified_gmt":"2025-10-30T18:04:00","slug":"united-faces-lawsuit-over-firing-attendant","status":"publish","type":"post","link":"https:\/\/aviationa2z.com\/index.php\/2025\/08\/25\/united-faces-lawsuit-over-firing-attendant\/","title":{"rendered":"United Airlines Faces Lawsuit Over Firing Veteran Flight Attendant"},"content":{"rendered":"\n

CHICAGO\u2013<\/strong> United Airlines (UA)<\/a> is facing a lawsuit after a longtime flight attendant alleged he was fired for taking medically necessary absences related to his AIDS diagnosis. The case, now in San Diego (SAN) federal court, raises questions about disability rights, workplace accommodations, and how airlines handle medical leave.<\/p>\n\n\n\n

Timothy Panzl, a 62-year-old United Airlines flight attendant based in San Diego, claims he was terminated after more than three decades of service.<\/p>\n\n\n\n

According to court filings, Panzl had maintained a record of approved absences for his health since his AIDS diagnosis in 2002, but was dismissed in 2023 when the company cited “excessive medical absences.”<\/p>\n\n\n\n

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Representative Photo: United Airlines<\/figcaption><\/figure>\n\n\n\n

United Airlines Faces Lawsuit<\/h2>\n\n\n\n

Panzl began working for United Airlines in October 1990. After his AIDS diagnosis, he regularly took about two days off each month for worsening health or medical appointments.<\/p>\n\n\n\n

For over 20 years, he provided doctor\u2019s notes and received approval for these absences without major conflict. However, when he called out sick before a June 2023 trip, he was removed from the schedule, placed under investigation, and soon received a termination letter.<\/p>\n\n\n\n

The termination notice cited violations of United\u2019s “Working Together Guidelines,” referencing his dependability record and attendance. He was ordered to return all company property, including his badge, parking permit, company-issued phone, and travel privileges.<\/p>\n\n\n\n

Panzl\u2019s attorneys argue that the airline unfairly used his health condition against him after previously accommodating his needs for decades.<\/p>\n\n\n\n

Panzl\u2019s lawsuit accuses United Airlines of discrimination, harassment, retaliation, failure to provide reasonable accommodation, wrongful termination, and intentional infliction of emotional distress. The complaint highlights that he had not received prior warnings for absences beyond those excused for medical reasons.<\/p>\n\n\n\n

His legal team emphasizes that the Americans with Disabilities Act (ADA) prohibits discrimination against individuals with HIV or AIDS and requires reasonable accommodations. <\/p>\n\n\n\n

Before filing the lawsuit, Panzl brought his case to the California Civil Rights Department, which issued him a right-to-sue letter, Independent UK<\/a> reported.<\/p>\n\n\n\n

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Photo: Cl\u00e9ment Alloing<\/figcaption><\/figure>\n\n\n\n

United Airlines\u2019 Response<\/h2>\n\n\n\n

United Airlines contests the claims. In its court filings, the company presented a different version of events, noting that Panzl had accumulated attendance warnings dating back to 2021 under the airline\u2019s point-based attendance system.<\/p>\n\n\n\n

According to the system, flight attendants who reach 30 points in a 12-month period face discharge.<\/p>\n\n\n\n

The company\u2019s letter also pointed out that Panzl failed to call in sick on time before one of his scheduled trips in June 2023, which pushed his attendance points above the threshold.<\/p>\n\n\n\n

United further contends that he did not provide phone records to support his explanation and that he never formally requested a disability accommodation.<\/p>\n\n\n\n

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Representative Image | Photo: By Glenn Beltz from Goleta, USA – DSC_6369, CC BY 2.0, https:\/\/commons.wikimedia.org\/w\/index.php?curid=44952816<\/figcaption><\/figure>\n\n\n\n

Similar Instances<\/h2>\n\n\n\n

Panzl\u2019s case is not isolated. In 2022, an HIV-positive American Airlines (AA)<\/a> flight attendant sued after being dismissed under similar circumstances.<\/p>\n\n\n\n

In 2017, a Delta Air Lines (DL)<\/a> employee with HIV was awarded $1.3 million following termination linked to medical absences. Other cases have also involved HIV-positive employees claiming airlines penalized them for health-related leave.<\/p>\n\n\n\n

These disputes spotlight ongoing challenges in balancing company attendance policies with employee health protections.<\/p>\n\n\n\n

Disability rights advocates argue that rigid absence tracking systems often conflict with federal protections for workers managing chronic illnesses.<\/p>\n\n\n\n

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Photo: Aero Icarus | Flickr<\/figcaption><\/figure>\n\n\n\n

What Comes Next<\/h4>\n\n\n\n

Panzl is seeking a jury trial and damages, with the outcome to be determined in court.<\/p>\n\n\n\n

The case will likely test the strength of ADA protections within the airline industry and could influence how carriers enforce attendance policies for employees with chronic medical conditions.<\/p>\n\n\n\n

Stay tuned with us. Further, follow us on social media for the latest updates.<\/p>\n\n\n\n

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