Thomas Anderson v. UAL
UAL
Court
Seventh Circuit Court of Appeals
Decided
June 9, 2025
Jurisdiction
F
Importance
48%
Case Summary
In the United States Court of Appeals For the Seventh Circuit ____________________ No. 24-1626 THOMAS ANDERSON, et al., Plaintiffs-Appellants, v. UNITED AIRLINES, INC., et al., Defendants-Appellees. ____________________ Appeal from the United States District Court for the Northern District of Illinois, Eastern Division. No. 23 C 989 — Matthew F. Kennelly, Judge. ____________________ ARGUED NOVEMBER 14, 2024 — DECIDED JUNE 9, 2025 ____________________ Before JACKSON-AKIWUMI, PRYOR, and MALDONADO, Cir- cuit Judges. PRYOR, Circuit Judge. Plaintiffs are employees of United Airlines, Inc., including pilots, flight attendants, ramp service workers, mechanics, technicians, and customer service repre- sentatives. They challenge United’s COVID-19 vaccination mandate and masking requirement issued in 2021. The dis- trict court dismissed Plaintiffs’ claims with prejudice after 2 No. 24-1626 finding Plaintiffs had not stated any viable claim for relief de- spite sufficient opportunity to do so. We affirm. I. BACKGROUND A. Factual Background For the purposes of this appeal, we accept as true the facts alleged by Plaintiffs. Bronson v. Ann & Robert H. Lurie Child.’s Hosp. of Chi., 69 F.4th 437, 441 (7th Cir. 2023). On August 6, 2021, United announced it would require employees to receive vaccination for COVID-19. It created an online system for employees to request religious or medical exemptions from the vaccination requirement. It required em- ployees to submit exemption requests online by August 31, 2021. Employees who were not exempt from the requirement were expected to receive their first dose of the COVID-19 vac- cine by September 27, 2021. United also required employees to provide proof of vac- cination by uploading a copy of their vaccination record to United’s employee database. In early September, United sent postcards to employees who had not yet provided proof. The postcard stated, “Our records indicate that you have not up- loaded your COVID-19 vaccine information,” and further in- structed that “unvaccinated employees without a reasonable accommodation will be separated from United.” Plaintiffs were among the employees to receive these postcards. On September 30, 2021, United announced a new mask policy, pursuant to which unvaccinated employees—includ- ing those who sought an exemption—were required to wear KN95 or N95 masks. No. 24-1626 3 Plaintiffs allege that despite having submitted or “at- tempted to submit” religious accommodation requests, United either fired them, placed them on unpaid leave, or oth- erwise harmed their careers by subjecting them to a hostile work environment. For example, plaintiff Thomas Anderson alleges that he was “constructively discharged” due to his ex- ercise of his religious accommodation. Plaintiff Paul Rozell al- leges that he was terminated for not receiving the COVID-19 vaccine despite trying to apply for a religious accommoda- tion. Rozell alleges he missed United’s deadline for accommo- dation requests because he was out of town. For most of the remaining plaintiffs, however, the complaint fails to provide individualized allegations regarding their circumstances. B. Procedural Background Plaintiffs brought federal and state law claims against United and more than two dozen of its executives, officers, and board members. Defendants moved to dismiss for failure to state a claim, and the district court granted Plaintiffs an ex- tension to file a response. Plaintiffs did not respond but in- stead filed a proposed amended complaint. Pursuant to Fed- eral Rule of Civil Procedure 15(a), the district court construed the amended complaint as a motion for leave to file an amended complaint. After briefing from the parties, the district court denied the motion. In so doing, it addressed each of Plaintiffs’ twelve claims. With respect to many of those claims, the court found dispositive Plaintiffs’ failure to respond to substantive argu- ments offered by United. For other claims, however, it identi- fied deficiencies in the proposed amended complaint that needed to be corrected to adequately state a claim. It afforded Plaintiffs additional time to file a new proposed amended 4 No. 24-1626 complaint and instructed that failure to do so would warrant entry of judgment for United. Plaintiffs filed a second proposed amended complaint which the district court again construed as a motion for leave to amend. Following another round of briefing, the district court denied the motion as futile. Reasoning that P
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Status
Decided
Date Decided
June 9, 2025
Jurisdiction
F
Court Type
appellate
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In the
United States Court of Appeals
For the Seventh Circuit
____________________
No. 24-1626 THOMAS ANDERSON, et al., Plaintiffs-Appellants, v.
UNITED AIRLINES, INC., et al., Defendants-Appellees. ____________________
Appeal from the United States District Court for the
Northern District of Illinois, Eastern Division.
No. 23 C 989 — Matthew F. Kennelly, Judge.
____________________
ARGUED NOVEMBER 14, 2024 — DECIDED JUNE 9, 2025
____________________
Before JACKSON-AKIWUMI, PRYOR, and MALDONADO, Cir-
cuit Judges. PRYOR, Circuit Judge. Plaintiffs are employees of United Airlines, Inc., including pilots, flight attendants, ramp service workers, mechanics, technicians, and customer service repre- sentatives. They challenge United’s COVID-19 vaccination mandate and masking requirement issued in 2021. The dis- trict court dismissed Plaintiffs’ claims with prejudice after 2 No. 24-1626
finding Plaintiffs had not stated any viable claim for relief de- spite sufficient opportunity to do so. We affirm. I. BACKGROUND
A. Factual Background
For the purposes of this appeal, we accept as true the facts
alleged by Plaintiffs. Bronson v. Ann & Robert H. Lurie Child.’s Hosp. of Chi., 69 F.4th 437, 441 (7th Cir. 2023). On August 6, 2021, United announced it would require employees to receive vaccination for COVID-19. It created an online system for employees to request religious or medical exemptions from the vaccination requirement. It required em- ployees to submit exemption requests online by August 31, 2021. Employees who were not exempt from the requirement were expected to receive their first dose of the COVID-19 vac- cine by September 27, 2021. United also required employees to provide proof of vac- cination by uploading a copy of their vaccination record to United’s employee database. In early September, United sent postcards to employees who had not yet provided proof. The postcard stated, “Our records indicate that you have not up- loaded your COVID-19 vaccine information,” and further in- structed that “unvaccinated employees without a reasonable accommodation will be separated from United.” Plaintiffs were among the employees to receive these postcards. On September 30, 2021, United announced a new mask policy, pursuant to which unvaccinated employees—includ- ing those who sought an exemption—were required to wear KN95 or N95 masks. No. 24-1626 3
Plaintiffs allege that despite having submitted or “at-
tempted to submit” religious accommodation requests, United either fired them, placed them on unpaid leave, or oth- erwise harmed their careers by subjecting them to a hostile work environment. For example, plaintiff Thomas Anderson alleges that he was “constructively discharged” due to his ex- ercise of his religious accommodation. Plaintiff Paul Rozell al- leges that he was terminated for not receiving the COVID-19 vaccine despite trying to apply for a religious accommoda- tion. Rozell alleges he missed United’s deadline for accommo- dation requests because he was out of town. For most of the remaining plaintiffs, however, the complaint fails to provide individualized allegations regarding their circumstances. B. Procedural Background Plaintiffs brought federal and state law claims against United and more than two dozen of its executives, officers, and board members. Defendants moved to dismiss for failure to state a claim, and the district court granted Plaintiffs an ex- tension to file a response. Plaintiffs did not respond but in- stead filed a proposed amended complaint. Pursuant to Fed- eral Rule of Civil Procedure 15(a), the district court construed the amended complaint as a motion for leave to file an amended complaint. After briefing from the parties, the district court denied the motion. In so doing, it addressed each of Plaintiffs’ twelve claims. With respect to many of those claims, the court found dispositive Plaintiffs’ failure to respond to substantive argu- ments offered by United. For other claims, however, it identi- fied deficiencies in the proposed amended complaint that needed to be corrected to adequately state a claim. It afforded Plaintiffs additional time to file a new proposed amended 4 No. 24-1626
complaint and instructed that failure to do so would warrant entry of judgment for United. Plaintiffs filed a second proposed amended complaint which the district court again construed as a motion for leave to amend. Following another round of briefing, the district court denied the motion as futile. Reasoning that P
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Case Details
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Status
Decided
Date Decided
June 9, 2025
Jurisdiction
F
Court Type
appellate
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