American Airlines, Inc.
144 distinct federal employment cases from public court records (2000–2026)
30 trusted published court opinions across 25 distinct cases · 15 docket-only cases without a recorded end date
What public court records show
Public federal court records list American Airlines, Inc. as an employer in 144 distinct federal employment cases between 2000 and 2026.
Of the 30 trusted published opinions analyzed, the most common outcomes were: 13 ended in a ruling for the employer, 6 ended in a ruling for the worker, 5 had a mixed result, and 3 were dismissed.
Plaintiffs won 6 of 27 adjudicated opinions (22%).
The most common claims on record were Retaliation, Discrimination, and Breach Of Contract.
Cases were filed across 10 states, most often in IL.
These figures summarize publicly available U.S. federal court records only. Most workplace disputes are resolved privately and never appear in litigation. A case outcome reflects many factors and is not a finding that any employer violated the law.
Written decisions across 25 distinct cases.
6 of 27 adjudicated opinions ended in a plaintiff win.
Does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.
Jurisdictions represented in the analyzed opinions.
About this employer
American Airlines, Inc. appears in 30 trusted published federal employment opinions. Recent written decisions on record:
Hartwig v. American Airlines Group Incorporated (2024) — Mixed Result. A worker at American Airlines sued the company for unpaid wages. The employee claimed the airline failed to pay overtime required by federal law and also failed to compensate them for work performed before their scheduled shifts began. Read the ruling.
Thomas Harwood, III v. American Airlines, Inc. (2022) — Plaintiff Win. Thomas Harwood III worked for American Airlines while serving as an Air Force reserve officer. When he returned from military service, the airline did not promptly rehire him as required by law. Instead of bringing him back to work quickly, American Airlines delayed his reemployment. Read the ruling.
Thomas Harwood, III v. American Airlines, Inc. (2022) — Plaintiff Win. Thomas Harwood III, a pilot serving in the Air Force Reserve, worked for American Airlines. When he returned from military service, the airline failed to rehire him to an equivalent pilot position when it should have. Instead, he remained without proper employment for about seven weeks. Read the ruling.
The published opinions primarily involve Retaliation (10 of 30), Discrimination (10 of 30), Breach of Contract (7 of 30). Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Retaliation, Discrimination and Breach of Contract.
Applicable statutes referenced across these rulings include: ADA (42 U.S.C. §§ 12111-12117) — The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in all aspects of employment. See the ADA reference page for filing deadlines, employee thresholds, and remedies. ADA.
Published opinions span Illinois (6), California (5), New York (3), Texas (3). Illinois is an EEOC deferral state, which extends the federal Title VII / ADA / ADEA filing deadline from 180 to 300 days. Browse state-specific employment rulings for jurisdictional patterns. Illinois rulings, California rulings, New York rulings and Texas rulings.
These published opinions sit within the transportation sector, where USERRA, FMLA, and DOT safety-retaliation claims appear alongside standard discrimination claims.
Opinion Outcomes
Opinion Stages
30 analyzed opinions have a classified procedural stage.
Of the 4 summary-judgment opinions, 4 ended the case in American Airlines, Inc.’s favor and 0 let the worker’s claims continue.
What do these stages mean?
- Appeal
- A higher court reviewing an earlier decision. Many published opinions come from this stage, after a lot has already happened in the case.
- Summary judgment
- A ruling where the judge decides the case — or part of it — without a trial, because one side argues the key facts are not in dispute. For workers, getting past this step is often the biggest hurdle.
- Motion to dismiss
- An early request — usually by the employer — to throw the case out before any evidence is gathered.
- Trial verdict
- A judge or jury heard the evidence and reached a decision. Relatively few disputes get this far.
Published federal-court opinions only — most workplace disputes are resolved privately. This is not anyone’s odds, and not a finding that any employer violated the law.
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Claim Types
What these numbers mean
A case is one lawsuit, identified by its court and docket number. The docket is the running court record for that same case — it is not an extra case.
A published opinion or ruling is a written court decision. One case can produce several opinions, so opinion counts and case counts answer different questions. Only trusted, reportable opinions are used in the outcome statistics on this page.
Docket entries are the individual filings inside a case — motions, orders, scheduling notices. We read them to confirm a case is real and to see where it got to, but an entry is never counted as a case or as an outcome. A single case can generate hundreds of entries.
Far fewer opinions than cases is normal. Many employment cases settle privately or close without a published opinion. No opinion here does not mean the worker lost; it means this public record does not show a reportable result.
Everything on this page comes from public federal court records. Where we are not confident a record is accurate, we leave it out rather than guess.
Federal court cases
public court recordsOne row per court+docket case · written opinions stay grouped inside their case · plaintiff names redacted
Other Transportation & Logistics employers
Browse trusted published opinions involving similar workplaces.
Data sourced from public federal court records via CourtListener.com. Case outcomes extracted using AI analysis. This information is for educational purposes only and does not constitute legal advice. The presence of an employer on this page does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.