Company: Texas tall tale was behind $200,000 discrimination settlement
A general manager for a Carrollton company that recently settled a federal age discrimination lawsuit for $200,000 is irritated that folks reading this blog think that his company discriminated.
In an email to Watchdog, Gary Cravens, general manager of Advance Components of Carrollton, said he was disappointed that “you and your organization would publish such a sensational article at the expense of myself ... the younger salesman to whom you are referring in your article, and our company, that has been in business for 40 years, providing employment for many people, some for over 25 years.”
(Read the post: Texas company's hire of youngish, idiot salesman nets fired man $200,000 payday)
Watchdog had tried to contact the company’s attorney prior to the May 22 post, and Cravens wrote that he was unavailable at that time. The Equal Employment Opportunity Commission's lawsuit said Cravens harped on a “30-30-30” plan that meant he wanted to hire a 30-year old with an IQ of 30 and pay him $30,000.
Cravens said in his email that the younger salesman was already working at the company, rather than being hired to replace an older worker, and that he never “said anything about 30-30-30. In fact, I had never even heard that expression before (fired salesman) Dan Miller made up that story and told it to the EEOC.”
The government said Miller, 64, was fired on Oct. 6, 2009. His position was filled the following day by a man in his 30s, the agency said.
Cravens added that a current company sales manager is in her late 50s and one of his sales people who recently retired was in his early 70s.
Cravens said that in 2009, Advance Components was forced to reduce its workforce due to economic circumstances. Seven people were cut loose, including Miller. He said Miller was given a good references and a “generous severance package.
“But I guess that was not enough for him ... where most people simply chose to move on in life, Dan Miller ... came back with a made up story and a heart full of hate.”
Cravens added, “If every employee who gets laid off in troubled times finds it this easy to get the EEOC to go after their former employer – we’re in trouble!”
In the settlement judgement, the company admitted no liability but agreed to develop a training plan for supervisors and management in the implementation of EEOC procedures, according to court records.

