{"id":140885,"date":"2026-04-27T02:07:00","date_gmt":"2026-04-26T20:37:00","guid":{"rendered":"https:\/\/aviationa2z.com\/?p=140885"},"modified":"2026-04-27T00:09:35","modified_gmt":"2026-04-26T18:39:35","slug":"united-airlines-seeks-22000-from-ex-attendant-after-lawsuit-dismissal","status":"publish","type":"post","link":"https:\/\/aviationa2z.com\/index.php\/2026\/04\/27\/united-airlines-seeks-22000-from-ex-attendant-after-lawsuit-dismissal\/","title":{"rendered":"United Airlines Seeks $22,000 From Ex-Attendant After Disability Lawsuit Dismissal"},"content":{"rendered":"\n

CHICAGO-<\/strong> United Airlines (UA)<\/a> has pursued a $21,926 cost claim against a former flight attendant who lost a disability discrimination lawsuit filed after the carrier terminated her following a serious injury during a crew layover.<\/p>\n\n\n\n

The ex-crew member, Yihsing Tien<\/strong>, who served UA for nearly six years before her unexpected termination in 2022, now faces a legal battle over whether she should be forced to pay the airline’s legal expenses.<\/p>\n\n\n\n

A California district court recently agreed to fully review the taxation of costs order after Tien argued the payment would cause severe financial hardship.<\/p>\n\n\n\n

As reported by PYOK<\/a>, the case has drawn attention to the disparity between United Airlines (UA), which reported $59.1 billion<\/strong> in operating revenue in fiscal year 2025, and a now-unemployed former employee being asked to pay roughly 0.000037% of that figure.<\/p>\n\n\n\n

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

United Attendant Injured During Crew Layover Faces Termination<\/h2>\n\n\n\n

Yihsing Tien joined United Airlines as a flight attendant in 2013. During her tenure, she maintained a clean disciplinary record and was considered a high-performing crew member.<\/p>\n\n\n\n

In late 2018, Tien suffered a serious fall at a crew layover<\/a> hotel, injuring both knees, her left elbow, left shoulder, and left wrist. The injuries required surgery, and she was placed on medical leave to recover.<\/p>\n\n\n\n

According to her complaint, Tien received a letter from United Airlines stating she had been granted medical leave until the end of January 2023. However, the date on this letter was incorrect.<\/p>\n\n\n\n

Under the UA flight attendant contract, the maximum leave of absence was three years, meaning her actual deadline to return was the end of January 2022.<\/p>\n\n\n\n

Tien says United never contacted her during her leave to discuss any path back to work. Her first communication from the airline came in January 2022, when she received a termination letter.<\/p>\n\n\n\n

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Photo: Charles | Flickr<\/figcaption><\/figure>\n\n\n\n

United Rejects Appeal, Says Employee Should Have Done the Math<\/h2>\n\n\n\n

Tien appealed the decision, arguing that had she known the correct leave expiry date, she could have attempted to return to work or sought reasonable accommodations.<\/p>\n\n\n\n

United Airlines dismissed her appeal, stating she should have been able to calculate the three-year leave period on her own, regardless of the incorrect date on the letter.<\/p>\n\n\n\n

Tien then filed a lawsuit<\/a> in a California district court, alleging disability discrimination and retaliation. The court, however, sided with United and dismissed the case because Tien had failed to properly state a claim.<\/p>\n\n\n\n

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