Mary Arnold v. UAL
UAL
Court
Seventh Circuit Court of Appeals
Decided
June 27, 2025
Jurisdiction
F
Importance
48%
Case Summary
In the United States Court of Appeals For the Seventh Circuit ____________________ No. 24-2179 MARY ANN ARNOLD, Plaintiff-Appellant, v. UNITED AIRLINES, INC., Defendant-Appellee. ____________________ Appeal from the United States District Court for the Northern District of Illinois, Eastern Division. No. 1:22-cv-00405 — Charles P. Kocoras, Judge. ____________________ ARGUED APRIL 10, 2025 — DECIDED JUNE 27, 2025 ____________________ Before RIPPLE, HAMILTON, and PRYOR, Circuit Judges. RIPPLE, Circuit Judge. Mary Ann Arnold brought this action against her former employer, United Airlines (“United” or “the Company”), alleging unlawful discrimination and retal- iation under the Age Discrimination in Employment Act (“ADEA”) and the Illinois Human Rights Act (“IHRA”). Ms. Arnold also brought claims of a hostile work environ- ment and constructive discharge. After discovery, United filed a motion for summary judgment on all claims. The 2 No. 24-2179 district court granted this motion as to the discrimination claim, the retaliation claim, and the hostile work environment claim. The court dismissed the constructive discharge claim without prejudice as unexhausted. For the following reasons, we affirm the judgment of the district court. 1 I BACKGROUND A. Ms. Arnold worked in communications at United from March 14, 1994, until May 20, 2020. In 2017, she complained to United of age discrimination and of failure to promote be- cause of a disability. Around the same time, she complained that she experienced “retaliation, harassment, a hostile work environment, and denial of equal employment based on age and medical leave/disability.” 2 In 2018, she complained to the Company that her supervisor, Jones, had sexually harassed her. She originally submitted the sexual harassment com- plaint anonymously but then re-submitted it in her own name. United concluded that it could not substantiate her claims and took no disciplinary action against Jones. 3 Ms. Arnold received her 2018 mid-year review from Jones; he rated her “on track with peers.” 4 She is unable to state 1 The district court’s jurisdiction was predicated on 28 U.S.C. § 1331 and our jurisdiction is secure under 28 U.S.C. § 1291. 2 R.44-1 at 74. 3 Ms. Arnold also filed a complaint with the Illinois Human Rights Com- mission but later withdrew that complaint. 4 Plaintiff’s Responses to Defendant’s 56.1 Statement of Undisputed Ma- terial Facts, R.46 ¶ 26. No. 24-2179 3 whether this review took place before or after she made her harassment complaint. During the investigation of the sexual harassment complaint, United placed Ms. Arnold under the supervision of Stephanie Millichap. Millichap wrote Ms. Ar- nold’s 2018 year-end review and her 2019 mid-year review but conferred with Jones when writing the reviews. The re- views contained a mix of positive and critical feedback. Spe- cifically, the 2018 year-end review said that Ms. Arnold should take [a] more assertive role and proactively build strategic comms [sic] plans …. You have a pas- sion for making sure the frontline gets what they need to be effective in their jobs, but you need to be proactive in identifying and solving the prob- lems so that our business partners can achieve that goal. 5 The 2019 mid-year review also noted that Ms. Arnold should work on certain time management skills. In September 2019, United reorganized its communica- tions functions. As part of this reorganization, the Company moved Ms. Arnold and her team to the Corporate Communi- cations department. United also changed Ms. Arnold’s title from Senior Staff Representative to Senior Writer. According to Ms. Arnold, this change altered her role from “project- based” to “data entry” work, resulted in “far less visibility and partner interaction,” and greatly increased her work- load. 6 The parties agree that “some of Arnold’s roles and 5 Id. ¶ 24. 6 Appellant’s Br. 6. 4 No. 24-2179 responsibilities changed[,] but the basic function of those po- sitions was the same in that they both dealt with internal cor- porate communications.” 7 United also removed Ms. Arnold from a project called “Core4.” The parties dispute whether the project was mostly complete at this point, but Ms. Arnold also submits that this removal “humiliated her and confused her business part- ners.” 8 According to Ms. Arnold, the project was reassigned to two
Case Details
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Status
Decided
Date Decided
June 27, 2025
Jurisdiction
F
Court Type
appellate
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In the
United States Court of Appeals
For the Seventh Circuit
____________________
No. 24-2179 MARY ANN ARNOLD, Plaintiff-Appellant, v.
UNITED AIRLINES, INC., Defendant-Appellee. ____________________
Appeal from the United States District Court for the
Northern District of Illinois, Eastern Division.
No. 1:22-cv-00405 — Charles P. Kocoras, Judge.
____________________
ARGUED APRIL 10, 2025 — DECIDED JUNE 27, 2025
____________________
Before RIPPLE, HAMILTON, and PRYOR, Circuit Judges. RIPPLE, Circuit Judge. Mary Ann Arnold brought this action against her former employer, United Airlines (“United” or “the Company”), alleging unlawful discrimination and retal- iation under the Age Discrimination in Employment Act (“ADEA”) and the Illinois Human Rights Act (“IHRA”). Ms. Arnold also brought claims of a hostile work environ- ment and constructive discharge. After discovery, United filed a motion for summary judgment on all claims. The 2 No. 24-2179
district court granted this motion as to the discrimination claim, the retaliation claim, and the hostile work environment claim. The court dismissed the constructive discharge claim without prejudice as unexhausted. For the following reasons, we affirm the judgment of the district court. 1 I BACKGROUND A. Ms. Arnold worked in communications at United from March 14, 1994, until May 20, 2020. In 2017, she complained to United of age discrimination and of failure to promote be- cause of a disability. Around the same time, she complained that she experienced “retaliation, harassment, a hostile work environment, and denial of equal employment based on age and medical leave/disability.” 2 In 2018, she complained to the Company that her supervisor, Jones, had sexually harassed her. She originally submitted the sexual harassment com- plaint anonymously but then re-submitted it in her own name. United concluded that it could not substantiate her claims and took no disciplinary action against Jones. 3 Ms. Arnold received her 2018 mid-year review from Jones; he rated her “on track with peers.” 4 She is unable to state
1 The district court’s jurisdiction was predicated on 28 U.S.C. § 1331 and
our jurisdiction is secure under 28 U.S.C. § 1291. 2 R.44-1 at 74.
3 Ms. Arnold also filed a complaint with the Illinois Human Rights Com-
mission but later withdrew that complaint. 4 Plaintiff’s Responses to Defendant’s 56.1 Statement of Undisputed Ma-
terial Facts, R.46 ¶ 26. No. 24-2179 3
whether this review took place before or after she made her harassment complaint. During the investigation of the sexual harassment complaint, United placed Ms. Arnold under the supervision of Stephanie Millichap. Millichap wrote Ms. Ar- nold’s 2018 year-end review and her 2019 mid-year review but conferred with Jones when writing the reviews. The re- views contained a mix of positive and critical feedback. Spe- cifically, the 2018 year-end review said that Ms. Arnold should take [a] more assertive role and proactively build strategic comms [sic] plans …. You have a pas- sion for making sure the frontline gets what they need to be effective in their jobs, but you need to be proactive in identifying and solving the prob- lems so that our business partners can achieve that goal. 5 The 2019 mid-year review also noted that Ms. Arnold should work on certain time management skills. In September 2019, United reorganized its communica- tions functions. As part of this reorganization, the Company moved Ms. Arnold and her team to the Corporate Communi- cations department. United also changed Ms. Arnold’s title from Senior Staff Representative to Senior Writer. According to Ms. Arnold, this change altered her role from “project- based” to “data entry” work, resulted in “far less visibility and partner interaction,” and greatly increased her work- load. 6 The parties agree that “some of Arnold’s roles and
5 Id. ¶ 24.
6 Appellant’s Br. 6. 4 No. 24-2179
responsibilities changed[,] but the basic function of those po- sitions was the same in that they both dealt with internal cor- porate communications.” 7 United also removed Ms. Arnold from a project called “Core4.” The parties dispute whether the project was mostly complete at this point, but Ms. Arnold also submits that this removal “humiliated her and confused her business part- ners.” 8 According to Ms. Arnold, the project was reassigned to two
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Case Details
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Status
Decided
Date Decided
June 27, 2025
Jurisdiction
F
Court Type
appellate
Legal Significance
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Metadata
Additional information
Quick Actions
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