Ushering in Gen-Z and Preventing Age Discrimination in the Process

Kollman & Saucier
Kollman & Saucier
06/12/2024
Recently, employers have welcomed a new generation of employees into the workforce: Generation Z. Every generation brings unique workplace habits, communication styles, and preferences that are largely shaped by their experiences as young adults. The introduction of Gen-Z brings a fourth generation to the current workforce.[1] Generational gaps can lead to age discrimination in the workplace. “Ageism” refers to discrimination based on...
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Algorithm Based Discrimination Lawsuit Against Workday Is Dismissed…For Now

Workday recently survived a complaint by a job applicant who claimed Workday’s algorithm screening tools “discriminated against him and other similarly situated job applicants on the basis of race, age, and disability.”  Initially, Plaintiff Derek Mobley filed a charge of discrimination with the Equal Employment Opportunity Commission.  Thereafter, the EEOC issued a dismissal and right to sue letter, permitting Mobley to file suit in federal...
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City Survives Age Discrimination Claim From Employee Denied Promotion

Kollman & Saucier
Kollman & Saucier
03/06/2023
The Age Discrimination in Employment Act (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on their age.  A recent decision from the Fourth Circuit Court of Appeals underscores the importance for employers to make personnel decisions, such as the promotional decision involved in this case, for legitimate non-discriminatory reasons.   Bandy v. City of Salem, No. 21-1565 (4th Cir. Feb. 13,...
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Invalid RIF Agreement Results in Big Plaintiff Verdict

Darrell VanDeusen
Darrell VanDeusen
12/20/2021
Back when I was a baby lawyer in the mid-1980s, I remember a client who assured us that, contrary to our advice, what the client wanted to do was legally just fine.  “But it’s not what the law permits” we said.  “It’s what [very large company name redacted] does,” was the reply.  “And [very large company name redacted] just got hit with a multi-million dollar verdict against it for doing it,” we rejoined, “so do you want that...
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Sixth Circuit Confirms But-For Causation Standard Remains In ADEA Claims

Kollman & Saucier
Kollman & Saucier
02/26/2021
Last month, the U.S. Court of Appeals for the Sixth Circuit declined to extend the Supreme Court’s ruling in Bostock v. Clayton County, 140 S.Ct. 1731 (2020) to an Age Discrimination in Employment Act (“ADEA”) claim.  In Pelcha v. MW Bancorp, Inc., 984 F.3d 1199 (6th Cir. Jan. 12, 2021), the Sixth Circuit affirmed the U.S. District Court for the Southern District of Ohio’s dismissal of an ADEA lawsuit, stating the plaintiff failed to show...
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The Perils of Common Sense – Judge Permits Age Discrimination Suit to Go to Trial

Vincent Jackson
Vincent Jackson
10/22/2020
A recent case from the United States District Court for the Eastern District of Virginia, Richmond Division,  demonstrates that employers must always choose their words carefully, especially when they’re about to fire poor-performing employees. In Granet v. Presidio, Inc.,  Civil Action No. 3:19-cv-821, the plaintiff was a 54-year old account manager who alleged that his former employer forced him to resign due to his age.  Presidio countered...
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Sex-Plus Age Claim Viable Under Title VII

In Frappied v. Affinity Gaming Black Hawk, the U.S. Court of Appeals for the Tenth Circuit became the first federal appeal s court to recognize that Title VII of the Civil Rights Act 1964 permits “sex-plus age” claims.  The case arose from a lawsuit filed against a gaming company.  The eight female plaintiffs alleged the casino for which they worked discriminated against women over 40 years old, and they brought several claims, including...
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EEOC's Updated COVID-19 Guidance: Employees Not Entitled To Accommodations Because They Live With High-Risk Individuals; Treat Older Workers Equally Despite Risk

In an updated guidance on COVID-19, the ADA, the Rehabilitation Act, and Other EEO Laws, the EEOC has clarified an employer need not accommodate an employee's request to telework who is not high risk but lives with high risk individuals.  The EEOC has also clarified that companies may not mandate exclude older workers and pregnant employees from the workplace even though public health authorities advise they are a higher risk group for severe...
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Fourth Circuit Rules in Favor of Family Dollar in Age Bias Suit

Vincent Jackson
Vincent Jackson
04/30/2020
The Fourth Circuit Court of Appeals upheld summary judgment in favor of Family Dollar in a suit brought by a former employee who alleged age discrimination and retaliation.  The plaintiff, a 48-year old female, was fired after two “no-call, no-show” absences on consecutive days.  She was terminated by a 27-year-old female manager. The crux of the plaintiff’s case was that the manager made several comments regarding plaintiff’s age,...
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Age and Wage Issues Among Many Resolved On Election Day

As votes in yesterday’s elections continue to be tallied, there were several developments of interest to employers and to labor and employment practitioners alike. Age: The ADEA Applies To Public Sector Employers Of All Sizes First, yesterday morning, the Supreme Court announced its first decision of the 2018-19 term.  In a unanimous (8-0) ruling, the Court held in Mount Lemmon Fire District v. Guido that the Age Discrimination in Employment Act...
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