{"id":1765,"date":"2021-02-12T19:56:12","date_gmt":"2021-02-12T19:56:12","guid":{"rendered":"https:\/\/www.bowditch.com\/campuscounselnewengland\/?p=1765"},"modified":"2022-10-24T16:12:41","modified_gmt":"2022-10-24T20:12:41","slug":"permission-to-retire-can-active-litigation-prevent-admission-to-life-2-0","status":"publish","type":"post","link":"https:\/\/www.bowditch.com\/campuscounselnewengland\/2021\/02\/12\/permission-to-retire-can-active-litigation-prevent-admission-to-life-2-0\/","title":{"rendered":"Permission to Retire: Can Active Litigation Prevent Admission to Life 2.0?"},"content":{"rendered":"

Back in 2019, we told you about Jennifer Freyd, a professor at the University of Oregon who had\u00a0sued the school and two University officials for gender discrimination<\/a>, claiming that although her own department chair identified a \u201cglaring\u201d pay gap between her and the men she works with, nothing had been done to equalize her pay.\u00a0 The United States District Court for the District of Oregon dismissed Freyd\u2019s case, relying at least in part on duties that her colleagues owed to independent funding sources, not to the University itself, to justify the gender pay gap at the University.\u00a0 Freyd appealed, and her case remains pending in the Ninth Circuit Court of Appeals.<\/p>\n

In the meantime, and after 33 years at the University, Professor Freyd was among a group of senior faculty who were offered a retirement package.\u00a0 The University originally took the position that Freyd could not accept the package unless she dismissed her appeal and dropped the ongoing pay equity lawsuit<\/a>.\u00a0 Freyd responded with an open letter<\/a> to the University\u2019s Board of Trustees, arguing that the University\u2019s requirement that would-be retirees release the University from all legal claims is uniquely injurious to her, as the only eligible faculty member currently suing the University, and represents \u201ca new form of discrimination for all those with a history of discrimination.\u201d<\/p>\n

Ultimately, the University reversed course, saying in a statement that since Freyd was the only potential retiree with a claim, the University\u2019s general counsel \u201cmodif[ied] the waiver to allow any program participant to preserve litigation claims against the [University] that had already been initiated.\u201d<\/p>\n

Client Tip<\/h2>\n

Early retirement incentive programs routinely require participants to sign a waiver of claims in exchange for the package being offered.\u00a0 Prior to issuing the offer, institutions are well-advised to review the list of eligible participants to determine whether there are any known or anticipated claims.\u00a0 Particularly where there is active litigation, decisions should be made up-front regarding how best to proceed.<\/p>\n","protected":false},"excerpt":{"rendered":"

Back in 2019, we told you about Jennifer Freyd, a professor at the University of Oregon who had sued the school and two University officials for gender discrimination, claiming that although her own department chair identified a “glaring” pay gap between her and the men she works with, nothing had 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