Justia Aviation Opinion Summaries

Thomas E. Clemmons, the former director of operations for Ameristar Airways, Incorporated (Ameristar), filed a complaint with the Secretary of Labor alleging he was discharged in retaliation for reporting air safety issues to the Federal Aviation Administration. The Department of Labor Administrative Review Board (Board) found a violation of the employee protection provision of the Wendell H. Ford Aviation Investment and Reform Act for the 21st Century (AIR21), 49 U.S.C. 42121, ordering an award of back pay. The court held that because Clemmons had presented a prima facie case of retaliation and adduced evidence capable of rebutting Ameristar's proffered explanations, substantial evidence supported the Board's finding of liability. The court held, however, that because the question of whether Clemmons' insubordinate email, which was after-acquired evidence, "was of such severity that [he] would have been terminated on these grounds alone" was a question of fact, the court remanded to the agency to make that determination and to adjust the back pay award if necessary. View "Ameristar Airways, Inc., et al. v. Administrative Review Board" on Justia Law

Plaintiff challenged the constitutionality of a provision of the Fair Treatment for Experienced Pilots Act ("FTEPA"), 49 U.S.C. 44729, which allowed some pilots, but not him, to take advantage of Congress's decision to raise the mandatory retirement age from 60 to 65. Plaintiff also alleged that his former employer and former union violated a state law banning age discrimination in employment by failing to place him in a position at work that would have allowed him the benefit of the new retirement age. At issue was whether the district court properly dismissed plaintiff's state age discrimination claims. The court concluded that plaintiff did not make clear in his complaint that he was suing his former employer for its failure to demote him to a status that might help him take advantage of the new age limit in the FTEPA and his complaint never alleged that he requested a demotion, that he was qualified for such a position, or that such positions were available, all facts he would need to prove to make out a prima facie case of age discrimination for failure to demote under the state discrimination statute. Accordingly, the court declined to pass on the merits of an argument the district court had no chance to consider and affirmed the dismissal of plaintiff's suit. View "Jones v. Air Line Pilots Assoc., et al." on Justia Law

After Air Wisconsin stopped flying aircraft that Hoeper was certified to fly, Hoeper failed three attempts to gain new certification. Air Wisconsin gave him one final chance. He performed poorly during required training and responded angrily, tossing his headset, using profanity, and making accusations against the instructor. Airline officials discussed the outburst, Hoeper’s impending termination; the history of assaults by disgruntled employees; and the chance that Hoeper, a Federal Flight Deck Officer (FFDO), permitted “to carry a firearm while engaged in providing air transportation,” 49 U.S.C. 44921(f)(1) might be armed. An airline executive notified the TSA that Hoeper “was an FFDO who may be armed,” that the airline was “concerned about his mental stability and the whereabouts of his firearm,” and that an “[u]nstable pilot in [the] FFDO program was terminated today.” The TSA removed Hoeper (returning home from training) from his plane, searched him, and questioned him about the location of his gun. Hoeper sued for defamation. The Aviation and Transportation Security Act (ATSA), 49 U.S.C. 44941(a), provides airlines and employees immunity for reporting suspicious behavior except where such disclosure is “made with actual knowledge that the disclosure was false, inaccurate, or misleading” or “made with reckless disregard as to the truth or falsity of that disclosure.” The jury found for Hoeper. The Colorado Supreme Court affirmed. The Supreme Court reversed. ATSA immunity, patterned after the Times v. Sullivan “actual malice” standard, may not be denied to materially true statements, even if made recklessly; a falsehood cannot be material absent a substantial likelihood that a reasonable security officer would consider it important in determining a response. Any falsehoods in the statement to the TSA were not material. A reasonable TSA officer, knowing that Hoeper was an FFDO, upset about losing his job, would have wanted to investigate whether he was armed. While Hoeper had not actually been fired at that time, everyone knew that termination was imminent. It would be inconsistent with the ATSA’s text and purpose to expose Air Wisconsin to liability because the manager who placed the call could have chosen a slightly better phrase to articulate the airline’s concern. View "Air Wisconsin Airlines Corp. v. Hoeper" on Justia Law

After Air Wisconsin stopped flying aircraft that Hoeper was certified to fly, Hoeper failed three attempts to gain new certification. Air Wisconsin gave him one final chance. He performed poorly during required training and responded angrily, tossing his headset, using profanity, and making accusations against the instructor. Airline officials discussed the outburst, Hoeper’s impending termination; the history of assaults by disgruntled employees; and the chance that Hoeper, a Federal Flight Deck Officer (FFDO), permitted “to carry a firearm while engaged in providing air transportation,” 49 U.S.C. 44921(f)(1) might be armed. An airline executive notified the TSA that Hoeper “was an FFDO who may be armed,” that the airline was “concerned about his mental stability and the whereabouts of his firearm,” and that an “[u]nstable pilot in [the] FFDO program was terminated today.” The TSA removed Hoeper (returning home from training) from his plane, searched him, and questioned him about the location of his gun. Hoeper sued for defamation. The Aviation and Transportation Security Act (ATSA), 49 U.S.C. 44941(a), provides airlines and employees immunity for reporting suspicious behavior except where such disclosure is “made with actual knowledge that the disclosure was false, inaccurate, or misleading” or “made with reckless disregard as to the truth or falsity of that disclosure.” The jury found for Hoeper. The Colorado Supreme Court affirmed. The Supreme Court reversed. ATSA immunity, patterned after the Times v. Sullivan “actual malice” standard, may not be denied to materially true statements, even if made recklessly; a falsehood cannot be material absent a substantial likelihood that a reasonable security officer would consider it important in determining a response. Any falsehoods in the statement to the TSA were not material. A reasonable TSA officer, knowing that Hoeper was an FFDO, upset about losing his job, would have wanted to investigate whether he was armed. While Hoeper had not actually been fired at that time, everyone knew that termination was imminent. It would be inconsistent with the ATSA’s text and purpose to expose Air Wisconsin to liability because the manager who placed the call could have chosen a slightly better phrase to articulate the airline’s concern. View "Air Wisconsin Airlines Corp. v. Hoeper" on Justia Law