Case: Discrimination/Constructive Discharge (E.D. Pa.)

Genuine issues of material fact preclude Widener University’s summary judgment motion on a former campus safety executive director’s age discrimination claims under the Age Discrimination in Employment Act and Pennsylvania Human Relations Act, a federal district court in Pennsylvania ruled. His immediate supervisor notifying him at a meeting that he was being demoted and allegedly making ageist comments, coupled with him being notified months prior to the meeting of human resource-related complaints and accusations connected to his job performance—that were purportedly false—could cause a reasonable jury to conclude that the director felt compelled to retire and was constructively discharged, the ...