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 district court had previously ruled against the plaintiffs’ motion for a preliminary injunction, finding AARP did not prove irreparable harm to its members was likely; yet in the end AARP has prevailed in its challenge.
During an interview, a job candidate who was older than 40 was told the employer had concerns he may not have a long tenure with the agency.
The agency claims that the production superintendent who terminated the foreman also made ageist comments regarding the foreman’s co-workers, including repeated remarks about being "too old to do the job."
As people are living longer and wanting to work longer, witnesses at an EEOC meeting about the ADEA made suggestions about how regulators and employers can reduce age discrimination and help people work longer.
An EEOC lawsuit charges that a college passed up a 66-year-old adjunct professor for a full-time faculty position in favor of two younger, less-experienced candidates.
According to the lawsuit, the company informed a candidate that it did not hire him because it was seeking a candidate who could "maximize longevity."
The staffing agency told an applicant that he would not be considered for a position because “he was born in 1945” and “age will matter,” the EEOC says.
An appellate court said neither party in the case has a serious stake in its outcome anymore, so the statutory issues should be decided by a court in a case where the answers matter to the parties.
Among other things, the lawsuit says the Equal Employment Opportunity Commission failed to adequately justify its reversal of position and ignored comments on the proposed rules that expressed concern.
The court found the program was subject to ADA scrutiny, but also that the wellness plan was lawful under the ADA because it concluded the employee's decision whether to participate was voluntary under that statute.
Federal agency says long-term employees were fired or forced to quit because of their ages.
The senators say the rules issued by the EEOC contradict existing rules in the ACA.
Only the three oldest female applicants for a slot attendant position, out of 14 applicants, were not hired, the EEOC found.
Under final wellness program rules, employees must receive a notice describing what information will be collected as part of the wellness program, who will receive it, how it will be used, and how it will be kept confidential.
Several provisions of the final rules are similar to those of the proposed rules.
The police department was sued by the EEOC in 2013 for passing over a job candidate who was 45 at the time.
The EEOC says the city chose a less qualified applicant rather than more qualified applicants older than 50.
Many employees now plan to work later to be retirement ready, but lawsuits filed by the EEOC indicate that may be hard for some due to bias.
The EEOC has filed an age bias suit against a Popeye's Louisiana Kitchen.