Dillard’s department stores will have to answer in court to charges it discriminated against former area sales manager Virginia Keene because of her age.
Working in Cary, Keene was 61 years old at the time the company fired her and replaced her with a 24-year-old with only four months’ experience. Keene had been in the position for four years, had earned positive reviews and had even been recommended for promotion.
The suit alleges that not all managers shared this positive view of Keene. One manager is quoted as telling her she was “too old” for a sales position and saying it was time to “let the younger [managers] take over.”
The EEOC seeks back pay, liquidated damages, reinstatement and front pay for Keene, as well as injunctive relief that would bar Dillard’s from further age discrimination.
Note: If you replace a worker over 40 with a younger worker with less experience, you had better have a compelling reason. Otherwise, you will be charged with age discrimination. Bet on it!
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Your rules can protect against retaliation—make sure managers follow them
- Help managers understand the Age Discrimination in Employment Act
- Employee late submitting FMLA certification? Don't just fire! Find out why
- Worker facing discharge claims harassment? Investigate first, then fire if still warranted