EEOC Makes its Presence Known in Silicon Valley

The EEOC this week filed a lawsuit alleging age discrimination in hiring against a Silicon Valley, CA, employer.

No, the EEOC didn’t sue Google or Microsoft. The EEOC sued  the city of Milpitas for violating the Age Discrimination in Employment Act by choosing a younger candidate over older applicants with greater qualifications for the position of executive secretary to the city manager. The city allegedly failed to hire four qualified applicants who scored higher than the person selected in a three-person panel review of the candidates.  The individuals who were not selected were 55, 42, 56 and 58 years old. Instead, EEOC alleges the city hired a younger applicant (age 39) who was less qualified than these people, without a valid justification for disregarding the panel rankings.

EEOCAge discrimination in hiring is particularly blatant in Silicon Valley, where the high-tech industry is notorious for hiring only young workers.  Some Silicon Valley employers unabashedly advertise for job applicants who are “digital natives” and “recent graduates.”

A  60-year-old software engineer who was not hired by Google in 2011 filed a class action age discrimination lawsuit against Google earlier this year. The lawsuit  alleges the company’s workforce is “grossly disproportionate” with respect to age. The lawsuit asserts the median age of the 28,000 employees who worked for Google in 2013 was 29.  The U.S. Department of Labor reports the median age for computer programmers in the United States is 42.8 and the median age for software developers is 40.6.

EEOC Senior Counsel Cathy Ventrell-Monsees, in a speech last summer, singled out open and flagrant age discrimination in the high-tech industry, adding, “Some of our officers have made it a priority in looking at age discrimination in the tech industry.”

 Silicon Valley has been a virtual apartheid ‘state’ for younger workers for years.

The EEOC lawsuit was filed in U.S. District Court, Northern District of California (EEOC v. City of Milpitas, Case No. 5:15-cv-04444) after attempts failed to reach a pre-litigation settlement through its conciliation process.  EEOC’s suit seeks, among other things, monetary damages for the four applicants and injunctive relief intended to prevent a recurrence of age discrimination in City of Milpitas government.

“Older workers continue to face discrimination based on age due to negative stereotypes and inaccurate assumptions about their abilities,” said EEOC San Francisco Acting Regional Attorney Jonathan Peck.  “It is important for employers to ensure that such stereotyping does not impact a person’s ability to be employed.  Employment decisions must be based on merit, not age.”

EEOC San Francisco District Director William R. Tamayo added, “Age discrimination remains a problem, making up 23 percent of all EEOC charges filed in the United States last year.  It is important that employers not ignore the value that older workers can bring to their workforce.”

‘Want Ads’ and Age Discrimination

Are you a recent college graduate … Pulte Mortgage (a subsidiary of Pulte Homes) is always looking for energetic and motivated individuals who are ready to take the first step in building a long-term mortgage career! – Simply Hired, 6/26/14.

“We are currently seeking an associate with 2-3 (MAXIMUM) years of Labor and Employment experience.” – Craig’s List,  6/26/14

Anyone who doesn’t think that age discrimination is rampant and unaddressed in American society should take a look at the “want ads.”

An easy and obvious way that employers  discriminate against older applicants is to require job applicants  to be recent college graduates or to have a maximum amount of experience.  These types of advertisements are seen on most if not all  Internet hiring sites.

One reason  the U.S. Congress passed the Age Discrimination in Employment Act (ADEA) in 1967 was to prohibit  job advertisements  that barred applicants over a certain age from applying. At that time, one-half of all private-sector job openings explicitly barred applicants over the age of 55 and one-quarter barred workers over the age of 45.  More than 60 percent of low-skilled industrial jobs had age cut-offs between 35 and 49 years of age, and 13 percent of sales jobs were limited to workers under the age of 35.

Imagine being 35 years old and barred from applying for a sales job!  Wait a minute.  You don’t have to. You can be barred from applying  for a sales job today at the age of 35 if you have more than two or three years of experience.

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