Opinion ID: 795998
Heading Depth: 2
Heading Rank: 1

Heading: Preemption of ADA Claim

Text: 13 American Eagle first contends Pittari's ADA claim should have been dismissed for lack of subject matter jurisdiction because the claim is preempted by the RLA. A decision on preemption of federal law under the RLA is a question of subject matter jurisdiction, see Bloemer v. Northwest Airlines, Inc., 401 F.3d 935, 938-39 (8th Cir.2005), which this court reviews de novo, see Jenisio v. Ozark Airlines, Inc. Retirement Plan, 187 F.3d 970, 972 (8th Cir.1999). 14 To promote stability in labor-management relations, Congress passed the RLA, which establishes a mandatory arbitral regime for minor disputes. 45 U.S.C. § 184; Hawaiian Airlines, Inc. v. Norris, 512 U.S. 246, 252, 114 S.Ct. 2239, 129 L.Ed.2d 203 (1994). Minor disputes are controversies arising out of the application or interpretation of the collective bargaining agreement, and therefore, complete preemption applies to disputes involving duties and rights created or defined by the collective bargaining agreement. Gore v. Trans World Airlines, 210 F.3d 944, 949 (8th Cir.2000). Courts can resolve questions of federal . . . law involving labor claims only if the issues do not require the court to construe the collective bargaining agreement. Deneen v. Northwest Airlines, Inc., 132 F.3d 431, 439 (8th Cir.1998) (citing Lingle v. Norge Div. of Magic Chef, Inc., 486 U.S. 399, 411, 108 S.Ct. 1877, 100 L.Ed.2d 410 (1988)). 15 In support of its preemption argument, American Eagle contends the collective bargaining agreement between American Eagle and the Association of Flight Attendants sets forth standards and procedures for determining whether a flight attendant should be removed from flying status due to an impairment. It further argues Pittari's ADA claim is dependent on an interpretation of the collective bargaining agreement and thus preempted by the RLA. 16 The district court rejected American Eagle's preemption argument, concluding Pittari's ADA claim arises independent of the collective bargaining agreement and derives from federal law. We agree. By asserting an ADA discrimination claim, Pittari seeks to enforce a federal statutory right, not a contractual right embodied in the collective bargaining agreement. See, e.g., Fenney v. Dakota, Minn. & E. R. Co., 327 F.3d 707, 718 (8th Cir.2003); Benson v. Northwest Airlines, Inc., 62 F.3d 1108, 1115 (8th Cir. 1995). Indeed, Pittari's ADA claim can be resolved without any reference to the collective bargaining agreement. The ADA provides a more extensive and broader ground for relief, specifically oriented towards the elimination of discriminatory employment practices, and, thus, is not preempted by the [RLA]. Fenney, 327 F.3d at 718 (internal quotation omitted). Because federal law, not the collective bargaining agreement, is the source of Pittari's discrimination claim, the RLA does not preempt the claim. See Deneen, 132 F.3d at 439. 17