Source: https://friendofthecourtblog.wordpress.com/
Timestamp: 2019-04-24 16:49:10+00:00

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Friend of the Court – This blog provides in-depth analysis of employment discrimination law in the United States.
In Rabin v. PriceWaterhouseCoopers LLP, a federal judge in the Northern District of California has allowed an applicant for employment to proceed on a disparate impact claim under the ADEA. This holding is at odds with Villarreal, which held that the ADEA did not allow applicants to pursue an ADEA disparate impact claim. The cert petition was just filed in Villarreal, so stayed tuned!
I thought readers might be interested in the three questions presented in the Villarreal cert petition.
Whether §4(a)(2) of the Age Discrimination in Employment Act (“ADEA”), 29 U.S.C. §623(a)(2), permits challenges to hiring criteria that disproportionately disadvantage prospective employees in the protected age group, or whether §4(a)(2) permits claims only by an employer’s existing employees.
Whether courts should defer, under Chevron U.S.A., Inc. v. Natural Resources Defense Council, Inc., 467 U.S. 837 (1984), or Auer v. Robbins, 519 U.S. 452 (1997), to the United States Equal Employment Opportunity Commission’s regulation interpreting §4(a)(2) as permitting challenges to “[a]ny employment practice that adversely affects individuals within the protected age group on the basis of older age,” including challenges brought by prospective employees.
Whether, as a matter of law, an employment discrimination plaintiff alleging that his EEOC charge-filing deadline was equitably tolled must plead that he pursued an investigation into the status of his job application, as the Eleventh Circuit held, even where the complaint plausibly alleges that a reasonable individual in the plaintiff’s position would not have pursued such an investigation and that such an investigation would not have put the plaintiff on notice of a potential claim or generated additional relevant information regarding the potential claim.
I write with news that a petition for cert was filed February 2 in Villarreal v. RJ Reynolds Tobacco Co. In the underlying case, the Eleventh Circuit held that an applicant for a position could not bring a disparate impact claim under the ADEA. Keep your eye on this important case.

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