• 09
  • December
    2011

A manufacturing company and the U.S. Equal Employment Opportunity Commission (EEOC) have reached a settlement in regards to an age discrimination lawsuit the EEOC had filed against the company. The lawsuit asserted that that the company fired an employee under an unlawful mandatory retirement policy it allegedly maintained.

The EEOC claimed that the company told the employee that he would have to retire when he reached age 70. According to the EEOC, the company then fired the employee on his 70th birthday.

In almost all instances, mandatory retirement policies violate federal anti-discrimination laws, specifically the Age Discrimination in Employment Act.

This law upholds the principle that no employee should be forced to retire simply because they get older, but rather should be allowed to work as long as they can perform their job duties. Qualified older workers can continue to be productive regardless of age and can have valuable experience and knowledge to contribute to the workplace.

A federal judge recently approved the above-mentioned settlement of the lawsuit. As part of this settlement, the company reportedly has agreed to make a monetary payment. The company also reportedly has agreed to take steps such as making changes to its policies and giving training about discrimination to the members of its board of directors and management personnel.

No employee should have to be subjected to age discrimination like that which was alleged in this recently settled case. Thus, one hopes employers make sure to not engage in wrongful age discrimination against their employees.

Source: U.S. Equal Employment Opportunity Commission, "Metallic Products Corp. Pays $60,000 To Settle EEOC Age Discrimination Lawsuit," Nov. 21, 2011