Eeoc Presentation

EEOC Presentation

Erin Winton

SOC 315

June 15, 2012

James Davis

EEOC Presentation

The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age” (EEOC, 2012). In May 2012, the Equal Employment Opportunity Commission settled with Tempe Elementary School District No. 3 in an age discrimination suit. The Tempe School District utilized an early retirement incentive plan and a “normal” retirement plan. This gave younger employees a greater economic benefit for retiring early. ”Under the school district’s former retirement plan, employees were reimbursed for accumulate leave based on their age at retirement, with those retiring at a younger age being treated more favorably that those who retire after age 60” (Fehr-Snyder, 2012, para. 10). The district had been paying 43% of general leave pay to those 60 and over and 52% to those younger than 60. This is a violation of the ADEA and suit was brought against the district by the EEOC after a pre-settlement agreement could not be reached. Tempe Elementary School District was ordered to pay $148,092 to the 49 retirees who left after April 3, 2008. In addition to the settlement, Tempe Elementary officials agreed to change their policy and provide internal antidiscrimination training to all of their employees, including board members.

According to “EEOC” (n.d.), “The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit” (About EEOC). The EEOC has the authority to...