A longtime AIDS flight participant with AIDS claims that he has been fired or otherwise desires to decrease in health, which the company obtained “Excessive Medical Absence”, according to court and federal files obtained by the federal courts. IndependentHuman
His complaint explains that Timothy, 62, started his career for United in October 1990 and was recognized as AIDS in 2002. Since then, he says Panzel, a resident of San Diego, was forced to call twice a month “to worsen health or medical appointments”.
According to the complaint, the issue continued for more than two decades without the main issue, which confirmed Paxel for his holidays and always offered a doctor’s note on his return. But when he became ill before the trip in June 2023, Panzel was informed that he had been out of the program. He was then disciplined and soon received a letter of management that says “termination of his reliability history”.
The letter reads: “Your actions are inconsistent with cooperation guidelines in the professional fields – communicate and do all the tasks safely, polite, useful, reliable and job; and work reliable – keep your presence regularly and get to work at that time.”
Panzl was deprived of all the travel privileges and helped FedEx to make its crew and ID card, parking license, flashlight and iPhone issued with company, battery packages, charging cables and “water protection and telephone storage”.
The complaint, which was released on June 5 in the California Supreme Court, said that “Panzel had never been warned before his termination”, and he demanded that “almost the same amount of excuses he had made in the past 21 years.”
The lawyer of Mehr Madjidi, a lawyer for Panzel, said Independent The United “illegally punished” after nearly 33 years of service.
“Instead of their duty to accommodate their disability, they had in the past, they in turn justified it to justify his sudden firing,” Madjidi said. “We hope to be held accountable for our actions against a dedicated employee who had to choose between his health and his livelihood.”
United did not respond to the request.
Last year, a positive HIV flight participant for the US Airlines complained to the airline after being fired in an almost identical case. In 2017, he was awarded a Delta employee with HIV after his termination to lose two days of work due to his illness. Five years ago, a Delta positive HIV luggage controller complained of the aircraft for his shooting, and is also said to have taken leave to deal with health issues.
The law of Americans with disabilities in 1990 prohibits discrimination against individuals with all kinds of calamities, including HIV and AIDS. In order to file an ADA petition against the employer, the invading party must first submit an administrative complaint to the authorities. Panzel came to the California Civil Rights Section, which then issued a so -called right letter to him before his petition against United before his petition against United.
During the period of Panzel’s activity as a flight participant, he always “showed continuous sacrifice and did his job excellently.”
He says that his AIDS recognition has “affected the major activities of life”, and Panzel “requires reasonable accommodation and an interactive process.” However, United uses a score system to monitor the presence of employees, and when a person reaches 30 points over a 12 -month period, an investigation is expected to be evacuated.
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Despite the medical situation of Panzel, the complaint says “because of his disability”, he “was constantly punished by his absence.” According to the complaint, Instead of United, he “used its disability and age as a ground for termination of his employment.”
However, United are slightly different.
In a letter from Panzel, which United registered as part of the company’s dismissal last week, he said he failed to attend his initial investigations on July 11, then appeared on July 17 on July 17, where he and representatives of both United and Union were discussed.
According to the letter, Panzel had previously received four warnings: the first case on July 20, 2021, with 6 points. Second on September 2, 2021, for the total 12 points; Third case on November 14, 2021, for the total 18 points; And fourth on October 29, 2022, for 25 cumulative points.
Panzel’s scores exceeded 30 points, when the letter claimed, he lost a June 22 journey to work and was not ill until his change had already begun.
On his own behalf, Panzel told his supervisor that he had tried to call twice, failed, sleeping, then tried to call the third time, but that the “transplant” issued with his company, which allowed United staff to message each other. The supervisor then reminded Panzel that the links would not make or receive phone calls, and asked him to provide telephone records that prove that according to the letter, he tried to contact it.
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The letter reads: “During our session you stated that you are confused and you cannot provide us with other information.” “You failed to provide any phone records of trying to call the patient.”
The letter, written by an UNTLight Inflight absenteeism, has been concluded by saying that Panzel, who was given the right, has been concluded and refers to the Union’s collective transaction agreement that says, “If he collects 30 or more points, a flight participant will be exposed to evacuation.”
In his request to expel the case, United more claimed that Panzel has failed to show a “causal relationship” between firing and age and discrimination, which legal theories are not supported in his complaint, and he never officially demanded accommodation for his disability.
Panzel’s complaint, including other cases, discrimination, harassment, retribution, lack of reasonable accommodation, misrepresentation, and intentional imposition of emotional distress are united.
“As an approximate outcome of the cruel and cruel behavior of the defendants, the plaintiff has suffered humiliation, emotional distress and mental and physical pain,” he said.
Pansel calls for the trial of the jury and damages are determined in court.
