The EEOC is in the painful position of having to celebrate the 50th anniversary of the Age Discrimination in Employment Act of 1967, which the EEOC has failed to aggressively enforce and arguably violates itself. The U.S. Congress passed the ADEA on December 15, 1967.
This important anniversary of the ADEA also shines a spotlight on how the EEOC has failed millions of older Americans who became victims of age discrimination in employment during and since the Great Recession.
Yet, the EEOC must go through the motions. That is the least that is expected of the agency that is responsible for enforcing the ADEA.
So the EEOC has adopted a handsome marketing logo, Ability Matters – Not Age, and the agency is purporting on Twitter to “count down” to the big day on Friday .
The modern history of the ADEA shows that a law does not yield justice if it is not enforced.
Here’s another case that illustrates the type of unconventional “justice” that is being meted out by the EEOC these days.
A veteran white male police officer, 48, was passed over for the position of lead police officer at the Dallas Veterans Affairs Medical Center in Dallas, TX.
An African-American female “in her 20s” whom the EEOC agreed had spent “a relatively brief time in the workforce” was rated as the top candidate. Her experience was as a military police sergeant in a combat zone in Afghanistan. She got the job.
The complainant was working as a senior detective at the center. His experience included service as a Sargent in the Army military police and ten years as a deputy sheriff and lead detective. He had become certified as a Dallas police officer so he would be knowledgeable about local issues. And he received several commendations by the department.
The hiring panel, which consisted of three Lieutenants, unanimously ranked the female as the top candidate out of a field of 13.
The complainant argued the veterans administration implemented a selection process that was pretext “to permit the selection of a younger minority candidate regardless of the candidate’s qualifications.” Among other things, he said, the administration failed to follow promotion criteria outlined in its regulations and in its Collective Bargaining Agreement with the Union.
Furthermore, he said the Assistant Chief, and not the Chief, was the actual selecting official and made comments about his age. He said other candidates felt the process was unfair and a veteran Sargent and other unnamed witnesses told him “the Agency was deliberately seeking to fill the position with an individual of a specific race or gender.”
In August, EEOC Appeals Judge Carlton M. Hadden, director of the EEOC Office of Federal Operations, dismissed – without a hearing – the male officer’s claim that he was a victim of race and age discrimination.
Hadden conceded the record showed the panelists were not “briefed on” promotion and interview “requirements” but said there was no evidence this omission was “motivated by discrimination.”