Dayton v. Oakton Community College

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The Seventh Circuit affirmed the district court's grant of defendants' motion for summary judgment in an action alleging claims under the Age Discrimination in Employment Act (ADEA), 42 U.S.C. 1983, and Illinois law. Plaintiff filed suit on behalf of himself and a certified class of similarly situated part-time and adjunct faculty, challenging Oakton Community College's change in hiring practices such that the college would no longer employ retired state employees if they were also beneficiaries of the State University Retirement System. In regard to the ADEA claim, the court held that the district court applied the appropriate burden of proof where the ADEA and the cases interpreting it make clear that a policy may have a disparate impact on older workers as long as the employer shows that the policy was based on a reasonable factor other than age (RFOA); the district court correctly concluded that a reasonable jury would be compelled to find that Oakton's reason was an RFOA; and the district court properly required defendants to prove that Oakton's policy was, in fact, based on reasonable factors other than age. Likewise, the section 1983 claim failed because there was no ADEA violation. Finally, plaintiff's retaliatory discharge claim lacked merit. View "Dayton v. Oakton Community College" on Justia Law