By taking a look at Akerlund v. Atlas Air, Inc., 2026 WL 1993146 (11th Cir. July 10, 2026), that makes this the third straight week in which we are pleased with a sensible vaccine decision. In this published case, the Eleventh Circuit affirms that an airline’s COVID-19 vaccination mandate did not subject its employees who resisted vaccines on various grounds to a hostile work environment.
The plaintiffs were employees in a commercial airline business. They objected to their companies’ pandemic era policies on masks, testing, and vaccines. Employees were required to get vaccinated against COVID 19, unless they obtained a religious or medical exemption, in which case they had to undergo periodic testing and wear a mask on the job.
The employees sued both the commercial airline and the company the airline used to staff the flights. The causes of action included hostile work environment under Title VII, a Federal Food, Drug, and Cosmetics Act (FDCA) violation, federal constitutional deprivations, tortious invasion of privacy, negligent disclosure of private medical information, and infliction of emotional distress.
The district court dismissed all claims against the staffing company and some claims against the airline for want of personal jurisdiction, and the remaining claims against the airline for failure to state a claim.
The Eleventh Circuit affirmed. First, the court held that there was no personal jurisdiction over the staffing company. That company was not incorporated in Florida, where the lawsuit was filed, nor did it have its principal place of business there. The only connection the staffing company had with Florida was that it occasionally sent employees to Miami for training, but that did not make the company “at home” in Florida, so forget about general jurisdiction. Nor did any of the claims in the case “arise out of or relate to” those training sessions, so forget about specific jurisdiction, as well.
But while the staffing company exited the case completely based on absence of personal jurisdiction, there could be personal jurisdiction over the airline to the extent some of the plaintiff-employees worked in the airline’s Florida facilities. Consequently, the Eleventh Circuit, like the district court, needed to address the substantive claims against the airline.
The hostile workplace claim was a goner because the plaintiffs were offered an accommodation (masking and testing), but refused it. Though the plaintiffs alleged that the airline was showing hostility to the employees’ religious beliefs, it turned out that the employees’ objections to the accommodation were “political and logistical,” not religious. Moreover, the plaintiffs came across with no allegations of discriminatory intent or motive.
As flight attendants mutter as you disembark, “buh bye.”
The FDCA were grounded in the allegation that the airline “unlawfully required its employees to take medical products authorized for emergency use” (citing 21 U.S.C. section 360bbb-3). But that FDCA claim failed for the usual reason – there was no private FDCA right of action. As the court held, “they cannot sue to enforce such claims; only the federal government can bring enforcement actions under that statute.”
Prepare doors for arrival and cross-check — because you are about to get out.
The plaintiffs’ constitutional claims purported to travel under either section 1983, which applies to state action, or the Bivens theory, which applies to federal employees. But a private airline is neither a state nor federal employee. It would have been a stretch to characterize the airline as a governmental actor just because it was complying with a Biden executive order, and courts are not inclined to stretch to permit Bivens claims.
Look out the window. Do you see that piece of luggage being rudely tossed twenty feet in the air, missing the conveyor belt entirely? Those are your constitutional claims.
Various state-law privacy claims in Akerlund failed for lack of any information being publicly disclosed. Communications within the company referring to employees’ vaccination status remained strictly internal. Under Florida law, except in cases of physical invasion, a tort of invasion of privacy must be accompanied by publication to the public in general or to a large number of people. Not so, here.
The employer vaccine mandates in Akerlund came nowhere close to conduct that would support intentional infliction of emotional distress. Such vaccine requirements did not “exceed bounds of decency.”
Do you know what does exceed the bounds of decency? Filing silly claims. Oh, and the flounder meal option, too. That was pretty bad.
Now for dessert. As a legal cherry on top, the plaintiffs’ counsel – a notorious antivax lawyer – was sanctioned for submitting multiple “filings … riddled with citations to nonexistent, ‘hallucinated’ cases.” The court was plainly exasperated by the AI slop: “Whatever the merits of artificial intelligence, it is no substitute for actual intelligence.” It is bad enough for the plaintiff lawyer to lose the case entirely, but it turned out so much worse for him. The Chief Judge of the Eleventh Circuit referred the plaintiff counsel to the relevant disciplinary committee. Ouch. That has to hurt much more than any vaccine shot.





