Age Discrimination Lawsuit Filed Against Georgia Military College

February 17, 2023 - Georgia Military College (GMC) is facing a lawsuit alleging age discrimination from a terminated employee, amid controversy over the removal of their Preparatory School Principal. George Pennington was employed by GMC from May 2017 until April 2021 in the school's information technology department. Pennington alleges that GMC made his work "more difficult" and "shortened most of the deadlines for the tasks assigned" after rumors of layoffs surfaced in Spring 2020. Furthermore, Pennington says he was subjected to jokes and comments from coworkers and supervisors concerning his age, and was often referred to as "old man" by his coworkers and supervisors. Despite receiving an exemplary job evaluation, Pennington's position was eliminated, and he was terminated in April 2021.

The lawsuit alleges that Pennington's termination was due to age discrimination and notes that GMC eliminated 60 positions, including his. Thirteen positions were held by people under 40, 23 by people who were at least 40 years old, and 24 positions were vacant. Pennington's attorney claims that following his termination, GMC hired another person, in their 20s, in the IT department, giving them Pennington's title, office, and laptop. Additionally, Pennington says the person hired did not have a degree in information technology or the certifications he had.

The lawsuit highlights the importance of protecting employees from age discrimination, which is illegal under the Age Discrimination in Employment Act (ADEA). Under the ADEA, employers cannot discriminate against individuals who are 40 years of age or older in hiring, firing, promotions, and other employment-related decisions. Employers who violate the ADEA can face serious legal consequences, including damages for lost wages, emotional distress, and attorneys' fees.

In response to the lawsuit, GMC is petitioning for a dismissal of Pennington's complaint, citing his signing of the agreement given to him by GMC. However, Pennington's attorney argues that the agreement is invalid as it was signed under duress, and the promises made by GMC's Vice President of Human Resources are contradictory to the agreement.

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The case of George Pennington highlights the need for employers to ensure that their employment practices do not violate anti-discrimination laws, including the ADEA. Employees have the right to work in a safe and respectful environment, free from harassment and discrimination. Employers must take steps to ensure that they comply with applicable laws and provide a workplace that is free from discrimination and harassment.