{"id":156064,"date":"2026-08-30T02:31:00","date_gmt":"2026-08-29T21:01:00","guid":{"rendered":"https:\/\/aviationa2z.com\/?p=156064"},"modified":"2026-08-29T21:57:01","modified_gmt":"2026-08-29T16:27:01","slug":"american-airlines-pays-200000-in-blind-employee-discrimination-case","status":"publish","type":"post","link":"https:\/\/aviationa2z.com\/index.php\/2026\/08\/30\/american-airlines-pays-200000-in-blind-employee-discrimination-case\/","title":{"rendered":"American Airlines Pays $200,000 in Blind Employee Discrimination Case"},"content":{"rendered":"\n

FORT WORTH-<\/strong> American Airlines (AA)<\/a> has agreed to pay $200,000<\/strong> to settle a federal disability discrimination lawsuit involving a former telephone reservations agent who became permanently blind after an accident.<\/p>\n\n\n\n

The case, brought by the U.S. Equal Employment Opportunity Commission (EEOC), alleged that American Airlines failed to provide reasonable accommodation or find suitable alternative work before terminating the employee in October 2020.<\/p>\n\n\n\n

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

American Airlines Settles Blind Employee Discrimination Case<\/h2>\n\n\n\n

According to PYOK<\/a>, the employee worked as a reservations representative at an American Airlines call center until 2012, when an accident caused permanent cortical blindness. The condition affects the central nervous system and can result in blindness despite the eyes themselves not being damaged.<\/p>\n\n\n\n

American Airlines initially placed the employee on a leave of absence while she recovered from her injuries. After becoming fully blind, she sought to return to her previous reservations position.<\/p>\n\n\n\n

The employee identified screen-reading software called Job Access With Speech (JAWS) as the technology needed to perform her duties. JAWS allows visually impaired users to navigate computers, applications, and websites through speech and other accessibility functions.<\/p>\n\n\n\n

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

Charity Offered JAWS Software<\/h3>\n\n\n\n

A Texas charity offered to provide the JAWS software to American Airlines at no cost, potentially allowing the employee to return to her existing position.<\/p>\n\n\n\n

The EEOC argued that providing JAWS could have represented a reasonable accommodation under the Americans with Disabilities Act (ADA). The agency alleged that American Airlines did not adequately pursue that option.<\/p>\n\n\n\n

American Airlines maintained that it could not reasonably accommodate the employee in her previous role. Instead, the airline continued exploring whether another position could be found.<\/p>\n\n\n\n

The employee also identified several potential positions herself, including baggage resolution specialist and customer service representative roles. According to the lawsuit<\/a>, American Airlines rejected those options.<\/p>\n\n\n\n

\"American
Photo: JFK Spotting<\/figcaption><\/figure>\n\n\n\n

Compatibility Testing Raised Further Questions<\/h2>\n\n\n\n

More than a year and a half later, American Airlines conducted third-party testing to determine whether JAWS could work with its computer systems.<\/p>\n\n\n\n

The testing found that JAWS was not fully compatible with the airline’s aging proprietary software. However, the testing also indicated that custom JAWS scripts could potentially improve compatibility and navigation.<\/p>\n\n\n\n

The airline did not pursue that proposed solution, according to the allegations described in the EEOC case.<\/p>\n\n\n\n

The employee remained on medical leave for years while the accommodation issue remained unresolved.<\/p>\n\n\n\n

Termination Came After Years on Leave<\/h3>\n\n\n\n

In early 2020, American Airlines revisited the possibility of finding the employee an alternative position that would not require JAWS. The process was then affected by the COVID-19 pandemic and the airline’s hiring freeze.<\/p>\n\n\n\n

American Airlines terminated the employee in October 2020.<\/p>\n\n\n\n

The EEOC later alleged that the airline had failed to take legally required steps to help the employee return to work, either through screen-reader technology or another reasonable accommodation.<\/p>\n\n\n\n

The agency said the employee had instead remained on unpaid, involuntary leave for almost four years before being dismissed.<\/p>\n\n\n\n

\"American
Photo: By Sunnya343 – Own work, CC BY-SA 4.0, https:\/\/commons.wikimedia.org\/w\/index.php?curid=54438226<\/figcaption><\/figure>\n\n\n\n

$200,000 Settlement and New Accessibility Requirements<\/h2>\n\n\n\n

Under a two-year consent decree, American Airlines will pay $200,000 to resolve the lawsuit.<\/p>\n\n\n\n

The settlement also requires the airline to incorporate critical web accessibility standards into the development of new software. American Airlines plans to introduce a new accessible reservations system by 2027.<\/p>\n\n\n\n

After implementation, an independent auditor must test the system for at least 120 hours to assess whether it meets accessibility requirements for blind and visually impaired employees.<\/p>\n\n\n\n

American Airlines Must Strengthen Accommodation Training<\/h3>\n\n\n\n

The agreement also requires American Airlines to provide additional training for human resources employees on handling reasonable accommodation requests.<\/p>\n\n\n\n

The airline must post a notice informing employees about disability discrimination protections and report employee accommodation requests to the EEOC during the two-year decree period.<\/p>\n\n\n\n

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

EEOC Highlights ADA Workplace Protections<\/h2>\n\n\n\n

Acting EEOC Dallas Regional Attorney Ronald L. Phillips said blind and visually impaired workers should have opportunities to use their skills and contribute to the economy.<\/p>\n\n\n\n

Phillips also emphasized that the ADA prohibits disability discrimination and requires employers to provide reasonable accommodations, including technologies such as screen readers when appropriate.<\/p>\n\n\n\n

The settlement therefore extends beyond the financial payment. Its requirements target the technology, accessibility testing, and internal procedures that can affect whether visually impaired employees can perform their jobs.<\/p>\n\n\n\n

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American Airlines Forces Family to Pay $871 for Toddler Just Before Flight, Mom Claims<\/a><\/blockquote>