Court Upholds $675k Verdict Against Envoy Air for Firing
Business owners in Alabama must ensure all terminations follow rigorous HR verification to avoid significant liability risks.
Updated on Oct. 16, 2026 in Human Resources
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The Alabama Supreme Court has upheld a jury verdict finding Envoy Air liable for the retaliatory firing of an airport worker. This ruling clarifies employer liability risks regarding the dismissal of employees who have filed workers compensation claims.
Why it matters
The case highlights the operational risk of delegating termination decisions to line managers, as courts may find companies liable when managers bypass standard HR verification processes. Employers face significant financial exposure if internal documentation is deemed fabricated during disputes over workers compensation.
The jury awarded the employee $675,000 in total damages, including $250,000 for mental anguish and $425,000 in punitive damages. The state court has mandated that the trial court provide a written explanation for these figures.
The players
Envoy Air
An Irving, Texas-based regional airline carrier that provides ground handling and regional flight services.
Alabama Supreme Court
The state's highest judicial authority responsible for reviewing civil liability and employment law appeals.
Jada Creagh
A former airport employee who successfully sued for retaliatory termination following a workplace injury.
The details
The dispute centered on the firing of an employee who had sought workers compensation after a shoulder injury. Envoy Air alleged the employee falsified a doctor's note regarding a 10-pound lifting restriction, but the jury found the station manager had actually altered the note to create a pretext for termination. The court ruled that the company remains liable for the manager's actions, noting that human resources personnel essentially rubber-stamped the manager's decision rather than conducting an independent investigation.
Timeline
Oct. 25, 2018: Employee suffered a shoulder injury at Mobile Regional Airport.
Nov. 2018: Employee returned to work with lifting restrictions.
Jan. 7, 2019: Envoy Air terminated the employee.
Oct. 16, 2026: Alabama Supreme Court upheld the liability verdict.
Market Landscape
This decision reinforces the protections established under Alabama workers compensation statutes regarding retaliatory employment actions. It marks a significant judicial confirmation of employer liability for management-level misconduct in the workplace.
Managers must ensure that any termination based on falsified documentation is subject to an independent, documented review by central HR before action is taken. Operators should review their separation procedures to verify that managers cannot unilaterally bypass vetting, which can lead to significant punitive damages.
The takeaway
The court's decision underscores the danger of failing to perform an objective internal audit of termination justifications. Owners should cross-reference their firing protocols with legal counsel to ensure that all documentation—especially regarding medical restrictions—is verified through an independent HR function.
Further reading
For more on managing employee separations and legal risk, see our coverage in Human Resources.
Source note: This article includes information reported by Business Insurance.
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Should workers compensation laws protect employees from termination even when falsification is alleged?
