Press Release 01-06-2016

Seymour Midwest to Pay $100,000 to Resolve EEOC Age Discrimination Lawsuit

Hand Tool Manufacturing Company Rejected Applicant Due to Being Older Than Preferred Age Range Federal Agency Charged

WARSAW, Ind. -- Seymour Midwest, a Warsaw, Ind. hand tool manufacturing company, will pay
$100,000 and furnish other relief to resolve an age discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

According to EEOC's suit, Seymour Midwest selected Steve Maril from a pool of applicants for its senior vice president of sales position to participate in an initial, email-based interview. In addition to questions about Maril's experience and willingness to relocate, Seymour Midwest asked if he was within its ideal age range of 45-52. When Seymour Midwest learned Maril was older than their ideal age range, Seymour Midwest refused to hire him.

The Age Discrimination in Employment Act (ADEA) prohibits age-based discrimination against individuals who are at least 40 years of age. The EEOC filed suit filed in the U.S. District Court for the Northern District of Indiana (EEOC v. Seymour Midwest LLC, Case No. 3:15-cv-350), after first attempting to reach a pre-litigation settlement through its conciliation process.

The consent decree resolving the suit obligates Seymour Midwest, in addition to providing monetary relief, to stop collecting age information about applicants before making a job offer, train its hiring personnel, issue and post notice from its president of its commitment to federal nondiscrimination laws, and periodic compliance reporting.

Laurie A. Young, regional attorney for the EEOC's Indianapolis District Office, said, "Seymour Midwest rejected an applicant older than its 'ideal age range' on the assumption he wouldn't be working long enough. Making a decision based on an ageist stereotype is discrimination that will not be tolerated."

The EEOC is the federal government agency responsible for enforcing federal antidiscrimination laws in the workplace. Further information about the EEOC is available on the agency's website at