On March 12th we reported that that the law firm of Kelley Drye had met with the EEOC about possibly settling the law suit which alleged that the firm’s 70 year old mandatory retirement policy discriminated against its partners in violation of the ADEA .   

Two days ago Kelley Drye entered into a consent decree in which it agreed to pay a partner who has been working at the firm for more than 40 ears approximately $500,000 in back pay.  Kelley Drye also agreed to undergo age discrimination training and to implement monitoring procedures overseen by the EEOC.