PricewaterhouseCoopers, AARP, AARP Foundation, and the law firm of Outten & Golden LLP are pleased to announce that the Plaintiffs and defendant PricewaterhouseCoopers LLP (“PwC”) have reached a mutually consensual resolution of all claims in the class and collective action lawsuit Rabin v. PricewaterhouseCoopers LLP, pending in the Northern District of California.

In the lawsuit, Plaintiffs alleged that PwC failed to hire them and the Class and Collective Action Members into Associate, Senior Associate, and Experienced Associate positions in the Tax and Assurance lines of service, because they were over 40 years old, in violation of the Age Discrimination in Employment Act (ADEA) and of California and Michigan antidiscrimination laws. PwC denies having engaged in any unlawful discrimination.

The parties have agreed to settle all claims in the lawsuit for $11.625 million. PwC has also agreed to enhance certain of its recruiting procedures geared toward further attracting qualified older applicants for entry-level jobs.

PwC is proud of its excellent recruiting and hiring practices, including focusing on diversity, nondiscrimination, and inclusion. For example, PwC is taking steps to further enhance the ability of alumni to apply to positions available through on-campus recruiting programs, which promotes an age-diverse applicant pool.

PwC’s Chief Purpose & Inclusion Officer, Shannon Schuyler, stated, “PwC is proud to affirm its commitment to identify and hire older workers.  The commitments in this settlement will help PwC remain one of the most sought-after employers in the country.  Our workforce represents the diversity of perspective, life experiences and backgrounds, and welcomes talented workers across the age spectrum.”

The parties agree that the settlement is not an admission of liability by PwC.