Target and two union workers have reached a settlement over allegations that the company discriminated against older workers in its hiring practices. The settlement, which was announced on Tuesday, calls for Target to pay $75,000 to the two workers and to create a new training program for its hiring managers on how to avoid age discrimination.

The allegations against Target stemmed from a 2017 job posting for a store manager position. The posting, which was posted on social media, stated that the company was looking for “a young, energetic leader” who was “passionate about technology.” The two union workers, who were both over the age of 40, filed a complaint with the Equal Employment Opportunity Commission (EEOC), alleging that the posting violated the Age Discrimination in Employment Act (ADEA).

The EEOC investigated the complaint and found that there was reasonable cause to believe that Target had discriminated against the two workers. The company then agreed to settle the case without admitting any wrongdoing.

As part of the settlement, Target will pay $75,000 to the two workers and will create a new training program for its hiring managers on how to avoid age discrimination. The training program will cover topics such as the ADEA, the company’s anti-discrimination policy, and how to avoid making age-related statements during the hiring process.

The settlement is a victory for the two workers and for the EEOC. It sends a message to employers that they will be held accountable for discriminating against older workers. It also provides a model for other employers on how to create a workplace that is free from age discrimination.

What does this mean for employers?

The Target settlement is a reminder to employers that they must be careful not to discriminate against older workers in their hiring practices. The ADEA prohibits employers from discriminating against workers on the basis of age, including in hiring, firing, promotions, and other terms and conditions of employment.

Employers can avoid violating the ADEA by following these tips:

Post job openings in a way that is accessible to all workers, including older workers. Do not use age-related terms or phrases in job postings or during interviews. Consider all qualified applicants, regardless of age. Train employees on the company’s anti-discrimination policy, including the ADEA.

By following these tips, employers can help to ensure that their workplaces are free from age discrimination.

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