## Facts

- Trans World Airlines, Inc. (TWA) decided it would eliminate all skycap positions and replace the work with independent contractors.
- Most of TWA’s skycap workforce was Black.
- TWA began implementing the plan only at the Albuquerque and Tulsa airports.
- At those locations, TWA placed skycaps on a mandatory unpaid leave of absence (a furlough) and discussed termination, but it did not actually terminate the skycaps at that time.
- Facing unpaid leave and possible job loss, five Albuquerque skycaps quit and formed a business that could perform skycap services as an independent contractor for TWA.
- After those events, TWA chose not to carry out the original mass-termination proposal.
- Instead, TWA adopted a slower approach: it would use independent contractors only when existing skycaps left their jobs for other reasons, filling the resulting vacancies with contractors.
- A group of Black skycap employees sued TWA under Title VII of the Civil Rights Act, alleging that TWA’s decision to terminate all skycaps was racially discriminatory.
- Two of the five Albuquerque skycaps who quit were among the plaintiffs.
- For roughly the next 12 years, TWA did not implement the original across-the-board termination plan.
- The district court dismissed the case, concluding that TWA’s voluntary abandonment of the allegedly unlawful mass-termination plan mooted the employees’ claims.
- The employees appealed.

## Issues

1. Whether TWA’s voluntary decision to abandon its proposed mass termination of skycaps and shift to contractors mooted the employees’ Title VII claims.
2. Whether requests for retrospective relief (such as damages tied to the furlough and alleged constructive discharge) keep a Title VII case live even if the employer no longer plans to implement the challenged policy.

## Decision

- The appellate court held that TWA’s abandonment of the mass-termination plan did not, by itself, moot the employees’ Title VII claims.
- The court applied the voluntary-cessation doctrine, placing the burden on TWA to show that the challenged conduct could not reasonably be expected to recur.
- The court also recognized that claims seeking retrospective relief are not extinguished merely because an employer changes course after suit is filed.
- Disposition: reversed and remanded for further proceedings.

## Legal Principles

- A defendant’s voluntary cessation of challenged conduct generally does not moot a case unless it is clear that the conduct will not recur.
- The party asserting mootness bears the burden of showing that there is no continuing live dispute for the court to resolve.
- In employment-discrimination cases, ending or suspending a challenged practice may affect the need for forward-looking relief, but it does not automatically eliminate claims for backward-looking relief arising from earlier harm.
- Title VII plaintiffs may pursue remedies for alleged discriminatory employment actions even when the employer later abandons the challenged plan.

## Conclusion

TWA’s decision to stop pursuing its mass-termination plan for skycaps did not automatically erase the controversy created by the furlough and the employees’ allegations of race discrimination, particularly where the employees sought relief for harm already alleged to have occurred; the dismissal for mootness was reversed and the case was sent back for further proceedings.


Haskins v. Trans World Airlines, 182 F.3d 925 (1999)