Narrates the history of an age discrimination suit against the West Hartford (Connecticut) Board of Education, arising from board attempts to limit hirings above certain salary levels. Suggests that school boards carry insurance against legal damages, retain hiring records, and hire administrators willing to be honest with unsuccessful job…

Steps a school board can take to minimize the risk of age discrimination suits include reviewing all written policies, forms, files, and collective bargaining agreements for age discriminatory items; preparing a detailed statistical analysis of the age of personnel; and reviewing reduction-in-force procedures. (Author/MLF)

In "Kimel v. Florida Board of Regents," the U.S. Supreme Court did not entirely strike down application of the federal Age Discrimination in Employment Act (1967) to state and local government agencies. The Court would probably permit some types of lawsuits in federal and state courts to enforce the ADEA against school districts. (MLH)

In Solon v. Gray Community School Corporation (Indiana)," the school district offered incentives for early retirement to teachers who retired with a minimum age of 58 and a maximum age of 61. The 7th U.S. Circuit Court of Appeals affirmed the core of the district court's ruling that the arrangement discriminated against older workers. (MLF)

A 2000 Supreme Court ruling barring age-discrimination suits for money damages by state employees against state agencies (under the Age Discrimination in Employment Act) presaged a 2001 ruling striking down the equivalent provision of the Americans with Disabilities Act. "Garrett" further limits Congress's power to regulate state…

The Supreme Court's ruling in "Betts" gives employers wide latitude in structuring benefit plans and should strengthen the confidence of school boards that wish to offer age-based retirement incentives. (MLF)

Under federal statutes, many employment practices are legally questionable: targeting certain positions for one sex only; using racial quotas to reach diversity goals; using non-job-related tests as pre-employment screening devices; employing discriminatory employment policies; using non-job-related disabilities to deny employment; and inquiring…