Federal judge rules Urbana school district violated age discrimination law
Federal judge rules Urbana school district violated age discrimination law The News-Gazette
Urbana School District Found Liable for Age Discrimination Lawsuit
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In a recent ruling, U.S. District Court Judge Sue Myerscough found the Urbana school district liable for age discrimination. The district violated the Age Discrimination in Employment Act between 2014 and 2020 by capping the salaries of teachers over age 45 to avoid pension contribution surcharges. This article discusses the details of the ruling and its implications.
The lawsuit was filed by the U.S. Equal Employment Opportunity Commission on behalf of Urbana Middle School teacher Chuck Koplinski. Koplinski initially brought the issue to the school district’s attention in 2016. The complaint alleged that the district violated the law by limiting pay increases and supplemental pay for teachers over age 45 and 50, respectively.
Judge Myerscough’s order states that the district is liable for a total of $51,093 in back pay and supplemental pay for 28 teachers. Individual teachers listed in the complaint are owed amounts ranging from $141 to $11,326 in base pay and from $217 to $7,270 in supplemental pay for extra duties. The judge also mentioned that the final amount owed to the teachers will be higher due to interest on the money.
Implications and Response
The period during which the school district limited pay for teachers over age 45 predates the current superintendent’s tenure. It is unclear whether the district will appeal the ruling. The district responded to the order by stating that they are aware of the decision and will be discussing their options.
Sustainable Development Goals (SDGs)
- Goal 4: Quality Education
- Goal 5: Gender Equality
- Goal 8: Decent Work and Economic Growth
- Goal 10: Reduced Inequalities
- Goal 16: Peace, Justice, and Strong Institutions
The ruling against the Urbana school district highlights the importance of addressing age discrimination in employment. By violating the Age Discrimination in Employment Act, the district has been found liable for back pay owed to the affected teachers. This case serves as a reminder of the need to promote equality and fairness in the workplace, aligning with the Sustainable Development Goals.
SDGs, Targets, and Indicators
1. Which SDGs are addressed or connected to the issues highlighted in the article?
- SDG 8: Decent Work and Economic Growth
- SDG 10: Reduced Inequalities
2. What specific targets under those SDGs can be identified based on the article’s content?
- SDG 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.
- SDG 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.
3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?
The article does not explicitly mention any indicators. However, potential indicators that can be used to measure progress towards the identified targets may include:
- Percentage of teachers over age 45 receiving equal pay increases compared to younger teachers
- Percentage of teachers over age 45 receiving supplemental pay for extra duties
- Percentage of school districts implementing policies to prevent age discrimination in employment
Table: SDGs, Targets, and Indicators
|SDG 8: Decent Work and Economic Growth||SDG 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.||
|SDG 10: Reduced Inequalities||SDG 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.||
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