One year difference in age does not equal discrimination — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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One year difference in age does not equal discrimination

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in Human Resources

Employees who want to prove age discrimination have to show that a younger employee was treated more favorably than the older one. There’s no set age spread required.

However, a recent case found that a mere one-year difference certainly wasn’t enough to show age discrimination absent direct evidence that age was the underlying reason for termination or another adverse action.

Recent case: Pete, who was age 52 and worked as a painter at a college, was fired when managers complained about the quality of a paint job. He was replaced by a 51-year-old man.

Pete sued, alleging age discrimination. But the court threw out the case, concluding that such a small age difference wasn’t enough to show age bias. (Keller v. Coastal Bend College,15-40710, 5th Cir., 2015)

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