American Airlines rolled out a new Me@Work performance-tracking system for flight attendants, collecting about a year’s worth of data across metrics such as passenger feedback, attendance, and device usage to create individual scores. The system is described by the airline as informational and developmental, not a disciplinary tool, though unions warn that the data could be used to influence pay, schedules, or accountability in the future. Critics argue many metrics are influenced by factors beyond an individual crew member’s control, including delays, aircraft conditions, and wider operational problems, and they call for greater transparency and the ability to review and correct data. A central point of contention is California privacy law, with unions claiming the company failed to disclose data collection, allow access or corrections, or explain scoring methods, potentially violating the California Consumer Privacy Act. Federal labor-law considerations may complicate state-law claims, as disputes could hinge on contract interpretations, adding another layer to the legal questions surrounding Me@Work. So far, the grievances have been rejected or unresolved, with no current link between scores and compensation or scheduling changes, and the union continues to pressure for clearer data access and involvement in the program’s design and implementation.