A retirement community in Columbus, Georgia, has been ordered to pay $78,000 in monetary relief to a former employee after allegations of age and disability discrimination surfaced.
According to court documents, the general manager repeatedly questioned the employee about her plans to continue working, particularly after a brief hospitalization. Despite the employee expressing her desire to continue working and having no prior performance issues, the management at Covenant Woods expressed doubts about her ability to work, citing her recent hospitalization. This led to her being replaced by a substantially younger receptionist without following the proper performance improvement procedures outlined by Covenant Woods.
Covenant Woods has agreed to pay monetary relief to the affected employee and implement an anti-discrimination training program. The program, which must be initiated within 90 days of the consent decree, will be conducted annually thereafter, with the agenda being submitted to the EEOC for review.
The lawsuit alleged that the employee was repeatedly questioned about her retirement plans and career longevity, creating a hostile work environment. Upon her return from hospitalization, she found herself replaced by a younger employee and was subsequently offered alternative roles that were unsatisfactory and not in line with the company’s disciplinary procedures.
While Covenant Woods initially denied any wrongdoing, they have now agreed to the terms of the settlement. Marcus G. Keegan, regional attorney for the EEOC’s Atlanta District Office, emphasized the importance of evaluating employee performance without bias based on age or disability.
This resolution serves as a reminder to employers of their responsibility to treat employees fairly and without discrimination, regardless of age or perceived disability. By implementing the required training program, Covenant Woods aims to ensure a more inclusive and equitable workplace moving forward.