Delta Worker’s Race Discrimination Claim Grounded by Appeals Court

Randi Klein Hyatt
Randi Klein Hyatt

Most airline companies require their employees to do a final “walk around” the plane to assure everything is in order and doors are closed. Maahnchooh Ghogomu worked for Delta Airlines Global Services at the Tulsa International Airport until he forgot to do a final walk around Delta Flight 5188 and left the fuel-door panel open, which resulted in damages to the plane upon landing. Mr. Ghogomu accused Delta of racial discrimination with his termination and brought suit under Title VII.

In Ghogomu v. Delta Airline Global Servs., LLC, 10th Cir., No. 15-5112 (unpublished 6/16/16), the plaintiff alleged accusations towards Delta Global with regards of unjust termination, discrimination, and international infliction of emotional distress. The district court granted summary judgement for Delta Global and rejected the motion from Mr. Ghogomu for summary judgement.

The court rejected Ghogomu’s eight arguments due to lack of evidence and false claims. These arguments included:

  • Disposition transcripts were not complete
  • Federal Aviation Administration discredited the wrong person
  • Delta Global lied about the videotape
  • The Equal Employment Opportunity Commission backed him
  • Delta Global not producing documentary evidence
  • Delta Global changing its reasoning for termination
  • District Court misconstrued facts
  • Court waiting too long for scheduling order

In short, although the plaintiff was not directly responsible for the open fuel panel, if the job that was not completed had been done correctly, the accident would have been prevented. Therefore, there was no evidence of race discrimination, and summary judgment was properly granted to the employer.

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