School in California Pays $17,000 to Resolve Age Discrimination Allegations
On March 7, 2025, the Equal Employment Opportunity Commission (EEOC) announced that Washington Unified School District—a district in Fresno, California—has agreed to pay $17,000 to resolve an age discrimination case. The EEOC argued in its Charge against the District that an employee’s age was a factor in his discharge. This settlement has important implications for employers throughout the state. Here, our California employment attorney discusses the case and provides an overview of the lesson for employers.
Employment Discrimination Settlement: Age-Related Discharge
As confirmed by the EEOC, Fresno’s Washington Unified School District agreed to settle a dispute filed by its employee over a federal age discrimination charge. The employer will pay $17,000 in compensation to the affected employee, a teacher, and it will also provide additional injunctive relief. The 65-year-old math teacher—who filed his EEOC complaint back in April of 2022—alleged that the school failed to provide a reasonable accommodation, subjected him to unequal employment conditions, and ultimately discharged him due to his age and disability status. After an initial review of the allegations, the EEOC found reasonable cause to believe that the California school district violated the Age Discrimination in Employment Act (ADEA). Without admitting any liability, the District agreed to pay the teacher, provide a neutral reference, and conduct supervisor training on ADEA compliance.
Lessons for Employers in California
- Employers Should Not Use Age as a Factor in Employment Decisions
Employers should not use age to evaluate a job applicant or employee. The federal Age Discrimination in Employment Act (ADEA) and California’s Fair Employment and Housing Act (FEHA) prohibit discrimination against employees aged 40 and older. Employers must ensure that age does not influence hiring, promotions, performance evaluations, and other personnel decisions. Employers and supervisors must assess employees on their own merits—not on stereotypes related to their age.
- A Good Faith Effort to Find a Reasonable Accommodations When Appropriate
There are often intersections between age discrimination laws and disability discrimination laws, as seen in this case. Even when an employee is older, employers must evaluate the circumstances, analyze the employee’s job duties, and provide reasonable accommodations if the employee has a qualifying disability under the Americans with Disabilities Act (ADA) or California law. Employers should engage in an interactive process to determine the appropriate accommodation, if applicable, for a worker’s disability regardless of their age.
- Proactive Compliance Reduces the Risk of Employer Liability
Training supervisors and managers on anti-discrimination laws is essential to preventing ADEA/FEHA violations. With that in mind, employers should implement clear policies, conduct regular compliance training, and establish complaint procedures to handle issues that might arise in an effective manner. Employers should also ensure that the managers and supervisors are aware of the legal requirements when engaging in the interactive process with an employee. A top-tier California employment law attorney can help.
Get Help From Our California Employment Lawyer for Age Discrimination Cases Today
At Sloat Law Group, APC, our California employment attorney has the experience that businesses and organizations can rely on. If you have any questions about an age discrimination case, please do not hesitate to contact us for a fully confidential consultation. Our firm represents employers in age discrimination cases in Coachella Valley, Riverside County, and throughout California.
Source:
eeoc.gov/newsroom/washington-unified-school-district-pay-17000-eeoc-age-discrimination-charge
