New Lawsuit Filed Against United Airlines Over Pilot’s Criminal Actions

CHICAGO- A former flight attendant with United Airlines has initiated legal action against the airline, claiming it neglected her safety amid allegations of sexual harassment and revenge porn by her ex-boyfriend, who is also a pilot with United Airlines.

The lawsuit, filed in a Colorado district court (DEN), accuses United of negligence in maintaining a hostile work environment after the pilot shared explicit images of her without consent, leading to significant emotional distress and her eventual resignation.

Legal Steps Against United Airlines

The case revolves around a troubling series of events involving Andrew Hill, a United Airlines pilot who faced criminal charges in 2024 for distributing intimate images, online harassment, and stalking.

Reports indicate that Hill pleaded guilty to multiple felony counts after authorities discovered he had secretly recorded and circulated explicit content featuring his ex-girlfriend—a fellow United flight attendant—along with at least ten other women.

The plaintiff, who started working for United in 2015, first met Hill during a flight the following year. Their relationship, which began consensually, soon turned abusive as Hill coerced her into sharing explicit images and recorded their encounters without her knowledge during layovers.

After confronting him in 2017, he assured her he would delete the material. However, the situation deteriorated following their breakup in 2021, with Hill allegedly stalking her and sharing explicit images online.

An investigation by local police corroborated her accounts, revealing other victims of Hill’s alleged actions.

Negligence Claims Against United Airlines

The plaintiff’s complaint argues that United Airlines failed to intervene even after being notified about Hill’s actions. Despite a search warrant issued in April 2024, the airline only suspended Hill in July, following his arrest.

According to the lawsuit, the company’s lack of action enabled Hill to persist in harassing employees, contributing to a hostile work environment. Additionally, it highlights a previous incident from 2011, where another pilot was accused of posting revenge porn, asserting that United failed to learn from this earlier case.

The complaint further alleges a widespread deficiency in sexual harassment prevention training for flight crews, a sentiment echoed by Association of Flight Attendants President Sara Nelson, who stated in 2019 that such training was absent.

This case, identified as Colorado District Court case number 1:25-cv-03403, may set a precedent for holding airlines accountable for workplace harassment related to off-duty conduct.

The plaintiff’s legal representatives contend that United’s corporate culture and inadequate safety measures have left employees susceptible to misconduct by authoritative figures within the airline.

Related Legal Matter

Another flight attendant with United Airlines has filed a lawsuit, alleging wrongful termination in 2022 due to absences tied to Crohn’s disease. A judge has permitted this disability discrimination lawsuit to advance to trial.

This case questions whether United Airlines provided reasonable accommodations under the Americans with Disabilities Act (ADA) for the flight attendant stationed at Chicago O’Hare International Airport (ORD).

Trial Permitted for ADA Lawsuit

The lawsuit centers around a flight attendant, who has been with United since 1999 and was diagnosed with Crohn’s disease in 2010. For over a decade, she managed her health using Family and Medical Leave Act (FMLA) provisions, which allowed her necessary time off during health flare-ups.

After returning to work post-COVID-19 furlough in 2022, she no longer qualified for FMLA leave due to her reduced eligibility hours. Her health conditions led to intermittent absences, which were recorded as attendance “points” in United’s performance tracking system.

When her points neared the limit for termination, she faced mounting pressure for perfect attendance despite her chronic condition.

An error by her doctor regarding a submission deadline for updated medical records ultimately led to her termination in June 2022, with United citing attendance reliability as a critical requirement for flight attendants.

United sought to have the lawsuit dismissed, asserting that dependable attendance was essential for safety and scheduling. However, the federal judge denied this motion, allowing the claims of disability discrimination, retaliation, and failure to accommodate to progress to trial.

While this ruling does not establish guilt, it opens the door for a jury to evaluate United’s conduct. The outcome could influence how airlines address chronic illness-related absences in future employer policies.