A federal appellate court found older job seekers who feel they face hiring discrimination may not file Age Discrimination in Employment Act (ADEA) disparate impact claims, though they may file ADEA disparate treatment claims.
The agency has alleged violations of the ADEA against Norfolk Southern and Llanerch Country Club in two new lawsuits.
The agency is accusing an internet-based auto parts seller of violating federal law when it refused to hire a 64-year-old job applicant.
The agency accuses the system of passing over a 53-year-old with 25 years’ experience to hire a 23-year-old with less than two years’ experience.
A report by the EEOC Acting Chair says age discrimination can thwart employees’ plans to work longer and could affect retirement plan drawdown strategies.
More than 135 individuals testified that Season 52 managers inquired or commented about age.
Northern Trust amended its benefit formula in 2012 and provided a transitional benefit that assumed salary increases of 1.5% per year, and the court found expectations of higher salary increases was not part of an “accrued benefit.”
“Private employers need to understand that mandatory retirement policies run afoul of the ADEA and will be met with challenge,” says Kenneth Bird, regional attorney for the EEOC’s Indianapolis District Office.
EEOC says Montrose Memorial Hospital fired or forced 29 workers ages 40 and older to resign
The EEOC recently held a hearing to discuss changes that could improve older worker employment.
The agency says a receptionist was fired four days after her 65th birthday due to a company policy that mandated retirement at age 65.
The EEOC's district director in Chicago, says, "Our investigation revealed Mr. Rascher was fully cleared to return to work, but that S&C insisted he 'retire' instead."
The Equal Employment Opportunity Commission says the Houston-based restaurant chain violated hiring laws by permitting intentional age discrimination in “front house” positions.