A federal court just expanded disability rights for TSA screeners – HR teams must update compliance fast
A recent federal appeals court decision has put disability rights for TSA screeners front and center, changing the rules for HR leaders across government agencies.
On October 17, 2025, the Eleventh Circuit Court of Appeals handed down a decision that could reshape how federal HR teams handle disability discrimination claims. The case involved Joseph Simone, a former Transportation Security Officer at Fort Lauderdale-Hollywood International Airport, who said he was fired because of a heart condition. Simone’s story is one that many HR professionals know all too well: an employee with a disclosed medical condition, cleared for work, who later faces questions about their fitness for duty.
Simone’s employment with the TSA began with full disclosure – he told the agency about his heart condition, and a TSA doctor gave him the green light. Over the years, Simone occasionally took short leaves under the Family and Medical Leave Act when his condition flared up, but he was otherwise able to do his job. Things changed in 2014, when TSA decided he was no longer medically qualified. He was put on administrative leave, and by early 2015, he was out of a job.
Simone didn’t take this lying down. He filed a lawsuit, arguing that TSA had discriminated against him because of his disability and hadn’t done enough to accommodate him. He also claimed the agency retaliated against him for raising concerns about discrimination. The district court, however, dismissed his case, relying on an older rule that said TSA screeners weren’t covered by the Rehabilitation Act – the main federal law protecting workers with disabilities.
But Simone appealed, and that’s where things got interesting for HR teams everywhere. The appeals court looked at a law passed in 2012, the Whistleblower Protection Enhancement Act. This law, the court found, changed the game by making it clear that TSA employees – including screeners – are protected by the Rehabilitation Act. In other words, the old rule no longer applied.
The court’s decision didn’t end the case outright. Instead, it sent Simone’s lawsuit back to the district court to see if he had followed all the right steps before suing. But the real headline for HR professionals is this: TSA screeners now have the same disability discrimination protections as other federal employees.
What does this mean for you if you’re in HR, especially in government or a regulated industry? It’s a reminder that the legal landscape can shift quickly, and yesterday’s rules might not hold up tomorrow. HR teams need to make sure their policies and practices reflect the latest laws, especially when it comes to accommodating employees with disabilities and handling complaints. The case also highlights how important it is to keep up with legislative changes that can override older court decisions.
For HR leaders, this ruling is a call to double-check compliance, revisit training, and ensure that everyone from managers to frontline staff understands their obligations under disability law. It’s also a lesson in how one employee’s fight for fair treatment can lead to changes that affect workplaces nationwide.
The Simone case is a wake-up call: disability rights are evolving, and HR needs to stay ahead of the curve.
