Opinion ID: 3052845
Heading Depth: 2
Heading Rank: 3

Heading: Age Discrimination Claim Based on Younger

Text: Employee’s Promotion [2] Whitman’s claim for employment discrimination based upon the promotion of a younger employee is unavailing because he has not set forth a prima facie case of age discrimination. Under the ADEA, “[a]ll personnel actions affecting employees or applicants for employment who are at least 40 years of age . . . shall be made free from any discrimination based on age.” 29 U.S.C. § 633a(a). In order to establish a prima facie case of discrimination, a plaintiff must show that “(1) he is a member of a protected class; (2) he was qualified for his position; (3) he experienced an adverse employment action; and (4) similarly situated individuals outside his protected class were treated more favorably, or other circumstances surrounding the adverse employment action give rise to an inference of discrimination.” Peterson v. HewlettPackard Co., 358 F.3d 599, 603 (9th Cir. 2004) (applying the 1 After Gomez-Perez was decided, which was subsequent to the completion of briefing in this case, the government withdrew its contention that the ADEA did not authorize a retaliation claim. 12054 WHITMAN v. MINETA Title VII framework of McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802 (1973)); see Diaz v. Eagle Produce Ltd. P’ship, 521 F.3d 1201, 1207 (9th Cir. 2008) (holding that the McDonnell Douglas framework applies to ADEA claims). [3] Whitman fails the second element of the McDonnell Douglas test because he has not demonstrated that he was either qualified or eligible for the contested position. Whitman did not show that he possessed the requisite knowledge and experience to compete for a computer specialist position similar to that obtained by the younger employee. The FAA denied Whitman a promotion because he lacked skills, did not show that he would be able to handle the job responsibilities, and did not have one year of specialized experience. Accordingly, Whitman’s claim of discrimination based on the promotion of a younger employee must fail. IV. Age Discrimination Claim Based on Denial of Detail Extension [4] Under the ADEA, an employee has two alternative options for seeking judicial redress. In the first, an employee gives the Equal Employment Opportunity Commission (“EEOC”) notice of the alleged discriminatory act within 180 days, and gives notice of his intent to sue at least thirty days before commencing suit in a federal court. 29 U.S.C. §§ 633a(c), (d). In the second option, an employee invokes the EEOC’s administrative claims process, and then may appeal any loss therein to the federal court. 29 U.S.C. §§ 633a(b), (c). If the employee goes through the administrative process, he must notify the EEO counselor within fortyfive days of the alleged discriminatory conduct. 29 C.F.R. § 1614.105(a)(1). Under either avenue, Whitman’s claim was untimely. [5] Whitman’s challenge to his employer’s denial of an extension of a work detail was untimely. Whitman learned about the denial of his request for an extension of his work WHITMAN v. MINETA 12055 detail in August 2000. He raised his claim in administrative proceedings in September 2001, more than one year later, by adding this additional claim to his complaint. Whitman failed to give the EEOC notice of the allegedly discriminatory act within 180 days of its occurrence. See 29 U.S.C. § 633a(d). During the pendency of administrative proceedings, Whitman did not notify the EEO counselor of this incident within fortyfive days of its occurrence. See 29 C.F.R. § 1614.105(a)(1); Lyons v. England, 307 F.3d 1092, 1108 (9th Cir. 2002). He therefore has not met the time requirements for either option.