Age discrimination lawsuit towards HP machine resumed – business insurance

A federal appeals court on Wednesday overturned a lower court ruling on an age discrimination lawsuit filed against a unit of Hewlett-Packard Co., ruling that a dismissed employee can continue his legal battle.

Hewlett Packard Enterprise Co. hired Robert Sloat to develop training programs for its salespeople in 2011 and received over the next five years the Cincinnati 6th Court of Appeal ruling in Robert Sloat v Packard Enterprise Co.

His fate began to change in October 2016 when he was transferred to another group where, at 60, he was the oldest to report to his new manager.

Among the incidents that followed, the manager said, "You have old skills," and asked him at least ten times when he wanted to retire, the verdict said.

Mr. Sloat has been fired and charged in the US District Court in Knoxville, Tennessee, of age discrimination and retaliation against federal age discrimination in the Employment Act and state law.

The District Court gave Hewlett-Packard a summary judgment dismissing the case and was overturned by a unanimous three-judge appeals court.

One of Hewlett-Packard's responses to the alleged old age was that the manager's inquiries were "not frequent," the verdict said.

“This reaction is inexplicable: One or two inquiries in the same direction from the boss could be dismissed as isolated; even more inquiries could form a pattern; but ten requests that a jury could easily find are a campaign. "

The manager's retirement inquiries "also support the conclusion that (the manager) took a series of bias-driven acts, the intended effect of which was to evict Sloat from the company," the ruling said.

Mr Sloat "produced evidence from which a jury could reasonably determine" that the manager "acted with intent to fire Sloat," the verdict stated, and concluded that his evidence was "much of the same" Retaliation supports.

The case has been remanded for further hearing.

The lawyers on the case did not respond to requests for comment.

Comments are closed.