Employees in New Jersey have strong legal protection against workplace discrimination, retaliation, and interference with medical leaves. A recent decision in Naranjo v. United Airlines, Inc. reinforces those rights, particularly for workers managing chronic health conditions. The federal court’s opinion allows a former flight attendant’s disability discrimination and Family and Medical Leave Act (FMLA) claims to proceed to trial, rejecting the airline’s motion to dismiss the case.
The Background of the Case
Samantha Naranjo worked as a flight attendant for United Airlines from 1999 until the company fired her in June 2022. During her employment, she was diagnosed with Crohn’s disease—a serious, chronic medical condition that can cause severe digestive flareups. To manage her condition, Ms. Naranjo regularly applied for intermittent medical leaves under the FMLA.
In May 2022, Ms. Naranjo called out of work due to her Crohn’s symptoms. A few days later, she tested positive for COVID-19 and followed the company’s policies for pandemic-related absences. However, despite notifying her supervisors and providing documentation, United still gave her an attendance point for her May 13 absence. Under United’s strict attendance policy, employees who accumulate 30 or more “points” face termination.