Labor & Employment Law Daily Wrap Up, EEOC NEWS—Noble Energy settles charges of age bias by federal agency, (Jan 10, 2025)

By Brandi O. Brown, J.D.

Among other measures, the employer will make a $150,000 charitable donation, which will go towards a marketing campaign regarding the benefits of hiring workers over 40.

According to an announcement made by the EEOC, Noble Energy, Inc., which the agency had charged with discriminatory age-based discharge and layoff practices, will implement a series of anti-discrimination measures to conciliate those allegations. An investigation by the agency revealed the employer had conducted certain workforce reductions that disproportionately impacted employees aged 40 and older.

Although the employer denied the allegations, the EEOC found sufficient evidence to support claims of age discrimination during the workforce reductions. As part of the seven-year conciliation agreement with the EEOC, the employer has committed to implementing a series of measures aimed at preventing future age discrimination, such as policy review and trainings; postings; and reporting and monitoring.

Charitable donation and marketing campaign. More unique measures to be taken by the employer include submitting a charitable donation to a nonprofit in the amount of $150,000 to enhance job opportunities for workers who are protected by the ADEA, after which the EEOC will coordinate with the nonprofit to launch a marketing campaign to promote the benefits of employing individuals over age 40. The employer has also committed to conducting future adverse impact analysis related to age for covered layoffs and, upon request, to provide to EEOC all underlying data used in the respective studies and summary of the findings.

“The resolution of this matter is a critical step in ensuring that older employees are treated fairly in the workplace,” said Amy Burkholder, director of the EEOC’s Denver Field Office. “We commend Noble Energy for its cooperation in taking proactive steps to address the concerns identified during our investigation and for committing to meaningful changes that will benefit employees now and in the future. The ADEA's protections are fundamental to ensuring that age is not a barrier to employment.”

Melinda Caraballo, district director of the EEOC’s Phoenix District Office, said, “Noble Energy has agreed to these terms as part of the conciliation process, which resolves the EEOC’s findings without litigation. This agreement underscores the importance of equitable practices and the need to prevent age discrimination in workforce adjustments.”

Companies: Noble Energy, Inc.

News: AgencyNews Discrimination AgeDiscrimination Layoffs RemediesDamages