EEOC Puts a Low Price Tag on Age Discrimination

When an employer engages in age discrimination, the repercussions are severe for the victims. Most suffer the loss of a job that might have sustained them for years.

By contrast, employers who get caught in the act of engaging in age discrimination often receive a slap on the wrist. That’s what happened last month when the EEOC settled two blatant cases of age discrimination.

Professional Endodonics, PC, of Southfield, Michigan, an oral surgery practice, will pay $47,000 to settle an age discrimination lawsuit brought by the EEOC on behalf of Karen Rueral, who was fired in 2016, four days after her 65th birthday. She had worked for the company for 37 years.   Professional Endodonics supposedly had a “policy” requiring employees to retire at age 65.

The EEOC also agreed to a $50,000 settlement with Diverse Lynx, LLC, an IT staffing company that describes itself as being headquartered in Princeton, N.J., with  an “off-short delivery center” in New Delhi, India. Hoovers.com estimates  Diverse Lynx revenues at $12.64 million a year.

After learning an applicant’s date of birth, Diverse Lynx sent the applicant (who was not identified) an email stating that he would no longer be considered for the position because he was “born in 1945” and “age will matter.”  Needless to say, under the Age Discrimination in Employment Act (ADEA), age shouldn’t matter.

The ADEA entitles victims of intentional age discrimination to recover monetary loss, doubled.

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