Hildebrand v. Allegheny Cnty.

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Hildebrand was a detective for the Allegheny County DA’s Office when he was terminated in 2011. He unsuccessfully filed an internal grievance. Hildebrand claimed that his termination was part of “a well-known and established practice to push out older workers through termination or forced resignation.” Hildebrand completed an Intake Questionnaire with the EEOC, indicating that he was the victim of age discrimination and that he “want[ed] to file a charge of discrimination.” The EEOC subsequently issued a right-to-sue letter. Hildebrand sued, asserting violations of the Age Discrimination in Employment Act (ADEA), 29 U.S.C. 621-634, Title VII (retaliation), 42 U.S.C.1983 (violation of the Equal Protection Clause; First Amendment free speech rights), and the Pennsylvania Whistleblower and Human Relations Acts. The district court dismissed the Title VII retaliation claim and stated that the complaint failed to provide facts, i.e. specific dates, to establish exhaustion of administrative remedies. The Third Circuit affirmed dismissal of the 1983 claims, but vacated dismissal of the ADEA claim. A state or local government employee may not maintain an age discrimination claim under section 1983, but may only proceed under the ADEA. A plaintiff is not obligated to plead exhaustion of administrative remedies with particularity, but may allege in general terms that the required administrative process has been completed. The EEOC Intake Questionnaire, when properly completed, constitutes a charge of discrimination. View "Hildebrand v. Allegheny Cnty." on Justia Law