SCANLAN v. AMERICAN AIRLINES GROUP, INC.

**Employee Wins Partial Victory in Dispute Over Intentional Workplace Harm** This case involved an employee named Scanlan who sued American Airlines Group and another company called Mutual Assurance Society of Alabama (MASA) for several workplace-related claims, including defamation and intentional harm. The court reached a split decision. On the defamation claim, the court ruled against Scanlan, finding that certain statements weren't actually "published" or shared with others in a way that counts as defamation under the law. However, the court sided with Scanlan on claims involving intentional workplace misconduct. The key issue was whether the employee could be forced to give up their right to sue for intentional wrongdoing as a condition of employment or settlement. The court said no – such agreements violate public policy when they involve intentional harm. This matters for workers because it reinforces an important protection: employers cannot force employees to waive their rights to sue for intentional misconduct, even through employment agreements or settlement releases. While employers can sometimes limit liability for accidents or negligence, they cannot shield themselves from consequences when they deliberately harm workers. This helps ensure accountability for the worst workplace behavior.