The U.S. Court of Appeals for the Third Circuit said that employers can be taken to court for policies that meant to protect employees 40 or older that inadvertently hurt those in other age subgroups, such as those in their 50s.
January 10, 2017 at 03:55 PM
1 minute read
The U.S. Court of Appeals for the Third Circuit said that employers can be taken to court for policies that meant to protect employees 40 or older that inadvertently hurt those in other age subgroups, such as those in their 50s.
The court ruled Tuesday that subgroups’ disparate impact claims are recognized under the Age Discrimination in Employment Act in a case brought by former Pittsburgh Glass Works employees in their 50s who filed an age discrimination class action.
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