FORT WORTH- American Airlines (AA) is facing continued legal challenges after a federal judge refused to dismiss a lawsuit filed by a long-serving flight attendant based out of Philadelphia (PHL).
The American Airlines flight attendant alleges he was terminated after disclosing his cataract diagnosis and upcoming corrective surgery, despite decades of positive service.
He claims the airline began treating him as a workplace liability once he reported his condition, leading to written warnings, disciplinary actions, and eventual termination.
The recent court ruling ensures the case will advance to full litigation rather than be removed at the preliminary stage.
American Airlines Cataract Discrimination Lawsuit
The plaintiff, Melba Hudson, worked for American Airlines for more than 20 years, beginning as a ticket agent before transitioning to cabin crew in 2000 at Chicago O’Hare.
Cataracts developed only months after he transferred to the Philadelphia base, creating increasing difficulty during flights.
The condition made direct sunlight painful, and during one flight he requested all window shades be lowered after takeoff so he could continue working safely.
Hudson secured approval for corrective surgery and informed his supervisor of temporary vision limitations, noting that he could see only the outlines of figures if sunlight streamed through aircraft windows.
After this disclosure, Hudson reports a pattern of disciplinary treatment not previously experienced in his career. He asserts that management began writing him up for minor transgressions that younger and Caucasian coworkers were not penalized for.
These write ups included an alleged operational delay and other minor performance issues that resulted in his termination on December 3.
The Association of Professional Flight Attendants challenged the dismissal and pursued every step of the internal grievance process but was unsuccessful, prompting Hudson to seek legal representation.
Claims of discrimination, Retaliation, and Corporate Liability
Hudson filed his lawsuit in July 2025 in the Chicago federal court after receiving authorization from the Equal Employment Opportunity Commission. The case alleges disability discrimination, race discrimination, age discrimination, and retaliation.
He is seeking reinstatement with full seniority, back pay, and punitive damages. According to the filing, Hudson argues that the airline altered its treatment toward him only after learning of his cataracts and medical plans.
A major element of the case depends on the Rehabilitation Act, which applies only when an employer receives federal funding. Hudson maintains that American Airlines meets the requirements because it receives funding under the Essential Air Service program.
The carrier attempted to remove the disability claims by disputing any connection between Hudson’s own employment and the EAS program.
US District Judge Robert W. Gettleman, however, ruled that Hudson’s statement regarding EAS funding was sufficient for this stage of litigation, rejecting the airline’s dismissal request.
The judge ordered American Airlines to file a formal response by December 29, Reported by PYOK.
Second Legal Case About Eyesight
The EEOC is also pursuing separate litigation against the airline in connection with a reservations agent who suffered an injury in 2012 that resulted in permanent cortical blindness.
The agency contends that the woman could have returned to work using screen-reader software but was kept on medical leave because American Airlines stated it had never employed a fully blind reservations employee before.
She remained on leave until the start of the COVID-19 pandemic, when the carrier dismissed her.
The EEOC attempted to resolve the matter through a conciliation process before turning to federal court. That lawsuit remains active.
Implications for Moving Forward
Early motions to dismiss are standard practice in employment disputes, yet the ruling signals that American Airlines must now defend its actions in full litigation rather than avoid the case at the outset.
The judge noted that Hudson may need to present additional evidence at later stages to reinforce the Rehabilitation Act foundation linking his employment to federal funds.
The outcome of both ongoing lawsuits may influence how visual and disability accommodations are evaluated within airline operations.
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