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8thedChap012TFC082014FinalinPPT2010.pptxChapter 12 Age Discrimination
Copyright 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.
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Learning Objectives (1)
Distinguish the perception of older workers from the reality of their impact in the workplace
Describe the history of protecting older workers in the United States, and its conflicting goals
Distinguish the ADEA and state-based age discrimination laws
Identify the legal options available to an employee who believes that he or she is a victim of age discrimination
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Learning Objectives (2)
Explain the prima facie case of discrimination based on age
Describe the bona fide occupational qualification defenses available to employers under the ADEA
Distinguish circumstances where disparate impact and disparate treatment apply in connection with age discrimination
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Learning Objectives (3)
Analyze factual circumstances when employer economic concerns may justify adverse action against particular groups of workers
Recognize necessary elements to establish pretext under the ADEA.
Define the parameters of a valid waiver of ADEA rights
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Age Discrimination Context (1)
American, other cultures value youth
Perceptions of older workers may not match evidence: reliability, effort, attendance
Tech industry in particular faces challenges to its ageist culture
Zuckerberg quote, Google settlement
55+ workforce grew from 12-22% from 1992-2012; projected to be 26% by 2022
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Age Discrimination Context (2)
Trend for workers to remain employed longer, for economic and cultural reasons
Talent retention and utilization challenges
Research suggests experience may be under-valued asset
Generalizing/stereotyping constitutes wrongful discrimination
Essence of anti-discrimination law is individualized consideration
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In RiFs, employers need to be cognizant of the impact of terminations based on salary, since older workers may be higher paid (per seniority)
There is no ‘reverse discrimination’ cause of action available to younger workers ineligible because of minimum-age restrictions
Most mandatory retirement ages (e.g., 65) have been eliminated in U.S. economy
Realities about Older Workers and Age Discrimination
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What is Same/Different about Age?
Same
Broad inclusion in protected group: everyone lucky enough to reach 40 years of age can qualify
Different
Aging process: sooner or later, every worker is no longer ‘qualified’ for the job
‘older’ workers still under 40 are not protected
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Death of a Salesman Theory: oldsters need protection as their skills decline
“you can’t just eat the orange and then throw away the rind. A man is not an orange!”
Individualized Consideration Theory
Given the prejudice in this culture against seniors, they need to be assured of individualized decision-making, which does not include their age as an job-related criterion. (just like Title VII)
Conflicting Goals of Age Discrimination Protection
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Regulation: Age Discrimination in Employment Act (ADEA)
ADEA enacted several years post-Civil Rights Act
Stands-alone vs. addition to Title VII coverage
Prohibits discrimination in employment on the basis of age > 40
Applies to individuals who are at least 40 years old, with no upper age limit
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Distinctions between ADEA and Title VII
The ADEA is more lenient than Title VII regarding employer’s reason for adverse employment decisions
“reasonable factor other than age” defense
An employee is not barred from pursuing a claim simply because the employer treated another age-protected worker better
e.g. both workers may be > 40, age gap preferred
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Distinctions between ADEA and Title VII
ADEA only protects employees over 40 from discrimination
Discrimination against thirty-somethings not covered
To ensure appropriate and adequate information exists as to hiring practices in connection with age, ADEA has specific record-keeping provisions for employers
Some state workers cannot sue their employers, unless state has waived ‘sovereign immunity’
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State Law Claims
State laws on age discrimination varies widely
Some have no age discrimination laws
Other have laws that track the ADEA
A large number of states’ laws provide greater protections than those afforded by the ADEA
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State Law Claims
Greater protection may include for following
State age discrimination laws apply to a wider range of employers
State age discrimination laws sometimes allow a wider range of damages (no punitives under ADEA)
States often provide longer filing periods
No state is permitted to extend the protection to someone younger than 40
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Employee’s Options
Internal: employee may file a complaint using the employer’s internal grievance procedures
EEOC/state filings: claim flied with agency within applicable statute of limitations periods
Internal grievance process does not ‘toll’ (suspend) the running of the statutory period
Lawsuit: ADEA-based lawsuit may be filed any time after 60 days from filing claim
Notice of Right-to-Sue not required
h ttp://www.eeoc.gov/employees/lawsuit.cfm
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Employee’s Prima Facie Case: Disparate Treatment (1)
Member of a protected class
40 years or older
Qualified for the position: Able to meet the employer’s legitimate job requirements
Adverse employment action: Any action or omission that takes away a significant benefit, opportunity, or privilege of employment from an employee (re hiring, promotion, termination etc.)
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Employee’s Prima Facie Case: Disparate Treatment (2)
Dissimilar treatment
Treated differently from others not in the protected class
Burden on Claimant to establish absence of “Reasonable Factor Other than Age” (RFOA)
contrast Title VII, where defendant must establish legitimate non-discriminatory motivation
In mixed motive cases, “but-for” age discrimination, adverse action would not have been taken
See Gross case – next slide
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Burden Shifting No More: Gross
Case: Gross v. FBL Financial Services. Inc.
No burden shifting occurs in ADEA cases: plaintiff must prove age was the ‘but-for’ factor
Thus mixed-motives claims do not exist under the ADEA in disparate treatment cases
Burden shifting, mixed-motives coverage still applies to Title VII cases
Majority reasons that Title VII had been amended, but ADEA had not; dissent not convinced
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Employer Defenses
Bona Fide Occupational Qualification
More broadly applicable in age cases
EEOC guidelines for employers in ADEA cases:
The age limit is reasonably necessary to the essence of the employer’s business
All or substantially all of the individuals over that age are unable to perform the job’s requirements adequately
Some of the individuals over the age possess a disqualifying trait that cannot be ascertained except by reference to age
Case: Western Airlines v. Criswell
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Mandatory Retirements
Mandatory retirement: Employee must retire upon reaching a specified age
Mostly illegal per 1986 amendments to the ADEA
Limited to certain execs and first responders
Employer cannot base employment decisions on age-related stereotypes
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Proving a Case of Age Discrimination
Disparate Treatment
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Step 1: Employee’s prima facie case
The employee is in the protected class
Step 2: Employer defenses
She or he was terminated or demoted
Employee met employer’s legitimate expectations
Others not in the protected class were treated more favorably
Step 3: Employee may claim ‘pretext’ for employer actions
BFOQ, seniority or ‘just cause’
Age is ‘but-for’ factor in employer’s decision
Proving a Case of Age Discrimination
Disparate Impact
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Step 1: Employee’s prima facie case
A facially neutral policy or rule is imposed by an employer
Step 1: Employer defenses
Reasonable factor other than age (RFOA)
Which has a different effect on an older group of workers
No intent to discriminate is necessary
Economic concerns
Seniority
Employee’s Prima Facie Case: Disparate Impact (1)
Reasonable factors other than age: May include any requirement that does not have an adverse impact on older workers, as well as those factors that do adversely affect this protected class but are shown to be job-related
There is no RFOA defense in Title VII
Cases
Schuster v. Lucent Technologies
Hazen Paper v. Biggins (pre-Gross disp. treatment)
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Employee’s Prima Facie Case: Disparate Impact (2)
RFOA and economic concerns, per EEOC
Relationship of Factor to business purpose
Factor well-defined, fairly applied (training?)
Limits on supervisors’ subjective discretion
Assessment of effect on older workers
Harm: extent, breadth and amelioration tactics
RFOA standard < Title VII ‘business necessity’
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Defenses Based on Benefit Plans and Seniority Systems
ADEA specifically excludes bona fide retirement options that distinguish based on age
Are not a “subterfuge”
Bona fide voluntary retirement options must be truly voluntary
‘Reasonable person’ would not feel compelled to retire
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“Same Actor” Defense
Same “actor” both hires and fires a worker – permissible inference that the employee’s age was not a motivating factor in the decision
ADEA, not Title VII
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Retaliation
ADEA prohibits retaliation
Punitive damages: award designed to punish the party being sued rather than compensate the injured party
Can be quite high, especially if the actions are especially offensive, the defendant is a large company, and/or the jury is angry
Available for retaliation, but not routine claims under ADEA
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Employee’s Response: ‘Pretext’
Where there is direct evidence of discrimination, proof of pretext is not required
Showing pretext (similar to Title VII):
Offered reasons for the adverse employment action have no basis in fact
Offered reasons did not actually motivate the adverse employment action
Offered reasons are insufficient to motivate the adverse action taken
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Employee’s ADEA Prima Facie Case: Harassment Based on Age
Recognized in most, but not all federal appellate circuits
The employer is 40 years or older
Harassment ‘unwelcome’ (most circuits)
The employee was harassed, through words or actions, based on age
Unreasonable interference with job performance
Basis for ascribing employer liability
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Waivers under the Older Workers’ Benefit Protection Act of 1990
Waiver: The intentional relinquishment of a known right
Concerns legality and enforceability of early retirement incentive programs and waivers of rights under the ADEA
Every waiver must be knowing and voluntary
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Waivers under the Older Workers’ Benefit Protection Act of 1990
Waiver may not bar the employee from filing a claim with the EEOC
If employee signs a defective waiver, the employee is not required to give back any benefits received under the waiver as pre-condition to filing suit
Case: Oubre v. Entergy Operations
Provisions in connection with early retirement plans
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The Use of Statistical Evidence
Generally more useful in Disparate Impact cases
Skepticism relating to statistical evidence in age discrimination cases due to normal attrition in the workforce
Supreme Court guidelines
2 -3 standard deviation variability is ‘suspect’
Context crucial: all surrounding facts and circumstances are considered
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ADEA Remedies
Money damages: back pay and front pay
Liquidated damages: predetermined amount of damages, here unpaid wage liability
Equitable relief: Relief that is not in the form of money damages, such as injunctions, reinstatement, and promotion
Limited under ADEA where monetary damages ascertainable, and suffice to compensate victim
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Employee Retirement Income Security Act (ERISA)
Regulates private employee benefit plans, including pensions
Protects employees from wrongful denial of all types of benefits
No denial based on employee age > 21
See ERISA coverage infra, Chapter 16
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Management Considerations
Employers should:
Evaluate the true requirements of a position
Take care to include them in job descriptions
Test for those characteristics
Pay attention to the basis for decision making and selection in connection with training and development opportunities
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Management Considerations (1)
Problems with RiFs:
Employers generally do not retain intricate written analyses of performance
Managers and supervisors will likely evaluate an employee as compared to other employees
The employer may make a decision based on some factor other than performance
Be sure all employees periodically receive an objective, detailed, documented performance appraisals
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Management Tips (1)
Any job requirement on the basis of age must be subject to your highest scrutiny
Review all termination decisions carefully in order to ensure fair procedures, balanced across workforce
Terminating an older worker and replacing her or him with another worker who is over 40 does not protect you from a charge of age discrimination
Review all recruiting literature to remove all age-based classifications
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Management Tips (2)
You may not terminate an older worker on the basis of age
Employers should neither encourage nor permit age-based remarks, comments, or jokes to avoid liability under the ADEA for age-related harassment
Employers should be sensitive about the inclination in the past to single out workers over 40 for medical exams
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