An employee’s right to compensation and benefits under a union contract, even if alleged as a Family and Medical Leave Act (FMLA) claim, should not be decided by a court, according to the U.S. District Court for the Western District of North Carolina.
The plaintiff worked as a pilot for American Airlines and was covered by a union contract.
The airline required its pilots to participate in recurring classroom and flight simulator training. After the plaintiff participated in training in early 2020, the airline determined that the plaintiff needed additional remedial training and classified the plaintiff with a “paid awaiting qualification” status. This allowed him to continue to receive pay and benefits but not fly.
