In a recent development, a former employee of the Camden City School District has secured a $175,000 settlement in a case of alleged age discrimination. The individual, who dedicated 23 years to the district, applied for a new position within the school system after facing a layoff. The State Office of the Attorney General (OAG) revealed that a less-qualified candidate was chosen through an improper interview process, leading to the discrimination complaint.
The investigation conducted by the OAG’s Division of Civil Rights (DCR) found compelling evidence that the district’s decision not to hire the former employee was influenced by age-related factors. The settlement, reached on December 20, mandates the school system to pay $175,487, encompassing lost wages and a minimum of three years’ worth of pension credit.
The age-discrimination complaint brought to light discrepancies in the hiring process, revealing that the district selected a candidate deemed “more closely aligned” with the position’s requirements. However, investigators uncovered that the complainant possessed superior qualifications, boasting over two decades of experience working directly with district students and teachers. Notably, the complainant’s job interview was conducted by an employee of the same rank lacking the authority to make hiring decisions, as pointed out by the DCR.
The OAG emphasized that the school district’s actions violated state discrimination laws, citing “sufficient evidence to create a reasonable suspicion.” State Attorney General Matthew J. Platkin underscored the importance of adhering to New Jersey’s anti-discrimination laws, stating, “In New Jersey, no one is allowed to discriminate against a potential employee because of their age. It’s the law.”
Despite Patch’s attempt to seek comments from the Camden City School District, there has been no response from their spokesperson. The district chose to resolve the matter following the DCR’s Finding of Probable Cause into the allegations. As part of the settlement, Camden City Schools must ensure compliance with the state Law Against Discrimination, conduct anti-discrimination training for its workforce, and submit regular reports on hiring decisions for central-office and clerical staff to the DCR.
Additionally, the school district is obligated to cover the administrative costs of the investigation conducted by the DCR. This case underscores the commitment to holding institutions accountable for discriminatory practices and reinforces the imperative for educational institutions to uphold the law in their hiring processes.
