NEW YORK, NY, March 07, 2014 /24-7PressRelease/ -- A male elementary school teacher, who was fired at age 62, settled his federal age discrimination case at mediation, shortly before the case was scheduled to be tried.
Plaintiff, who holds a Master of Arts degree in childhood education, began his employment in 2006 as a public school teacher in the Bronx. After completing two years successfully, he was given an unsatisfactory rating and recommended for termination. This unsatisfactory rating came after complaining to the school's Principal that younger teachers were getting favorable assignments. The school Principal's recommendation was mitigated to an extension of probation for another year. When Plaintiff's school was closed for failure to meet minimum requirements, Plaintiff was transferred to another school where he received a satisfactory evaluation. The new Principal based on pressure from the District Superintendent was forced to give two quick evaluations which were deemed unsatisfactory and Plaintiff's tenure was denied and he was termination from employment.
As it was clear in the depositions of the Principal and District Superintendent, the Department of Education varied from its own rules and standards and the evaluations were flawed and biased.
Plaintiff was represented by Philip Taubman, of Taubman Kimelman & Soroka, LLP. One of the best known employment firms in New York, specializing in all matters of employment discrimination including sexual harassment litigation.
Plaintiff, who holds a Master of Arts degree in childhood education, began his employment in 2006 as a public school teacher in the Bronx. After completing two years successfully, he was given an unsatisfactory rating and recommended for termination. This unsatisfactory rating came after complaining to the school's Principal that younger teachers were getting favorable assignments. The school Principal's recommendation was mitigated to an extension of probation for another year. When Plaintiff's school was closed for failure to meet minimum requirements, Plaintiff was transferred to another school where he received a satisfactory evaluation. The new Principal based on pressure from the District Superintendent was forced to give two quick evaluations which were deemed unsatisfactory and Plaintiff's tenure was denied and he was termination from employment.
As it was clear in the depositions of the Principal and District Superintendent, the Department of Education varied from its own rules and standards and the evaluations were flawed and biased.
Plaintiff was represented by Philip Taubman, of Taubman Kimelman & Soroka, LLP. One of the best known employment firms in New York, specializing in all matters of employment discrimination including sexual harassment litigation.
Hello ,
ReplyDeleteI am suffering of the similar conditions. I AM A VICTIM of TONYA THREADGILL , PRINCIPAL administration. She discriminated me by CHANGE capricious my license as Spanish certification 7-12 and obligated me to teach Special Education Students. after that she gave negative APPR as Special Education teacher. I was fired from NYCDOE and I am waiting for chancellor resolution letter about how, what, what I was fired. I did not support of UFTNYCDOE' hearing.