Thomasville City Schools will pay $25,000 and provide age discrimination training to key personnel under a settlement agreement with a would-be school principal and the EEOC.
Arlene Lent was 54 when she twice applied for open school principal positions within the district. Lent had 16 years of experience as a teacher at the time and had earned her school principal’s license. Both times, the district hired younger, less experienced candidates for the positions.
She filed an age discrimination complaint with the EEOC. Attempts to resolve the matter through the commission’s conciliation process failed and the EEOC sued on Lent’s behalf. However, before the lawsuit went to trial, the district agreed to settle the case.
Lent will receive $25,000 in damages and the district will train staff members about the Age Discrimination in Employment Act. For the next three years, the district must report any age discrimination complaints it receives to the EEOC.
Note: Choosing a less-experienced person for a position should immediately raise a red flag. Immediately review your choice.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Unionized? You may be able to use progressive discipline to address some forms of harassment
- Be prepared when employees become whistle-blowers
- Leave shameful history in the past: Warn bosses against any reference to nooses
- Document decision-making criteria before choosing who stays and who goes in RIF