The opinion of the court was delivered by: SMITH
FERN M. SMITH, UNITED STATES DISTRICT JUDGE
Plaintiffs, former employees of Bay View, timely filed a complaint under ERISA
on May 30, 1989. They sought recovery on the grounds that certain changes in the health insurance benefit plan for Bay View employees violated ERISA.
Bay View announced its change in benefits in a memorandum dated December 15, 1988. Under the modified plan, health insurance premiums for Bay View employees who retired after December 31, 1989 would no longer be paid in full. Employees who were otherwise eligible for retirement, however, could retire before December 31, 1989 and thereby have their benefits paid in full after retirement. Plaintiffs retired on December 31, 1989, having had over a year to consider their options.
Plaintiffs' age-discrimination claim surfaced in March 1990 when plaintiffs filed an age discrimination complaint with the Equal Employment Opportunity Commission. The EEOC claim was filed more than 300 days after Bay View announced its change in policy. See 29 U.S.C.A. § 626(d) (300 days to file with EEOC). Plaintiffs then sought leave to amend their complaint in this action and add the ADEA claim.
In its Order of September 15, 1990, the Court denied leave to amend various pendent state claims because they were preempted by ERISA, but it granted leave to amend the ADEA claims. The Court noted that the ADEA claim might be barred by the statute of limitations, depending on how the change in Bay View's retirement claim was characterized. See Lorance v. AT&T Technologies, Inc., 490 U.S. 900, 912, 104 L. Ed. 2d 961, 109 S. Ct. 2261 (1989) (distinguishing between facially neutral and facially discriminatory policies).
Upon further consideration, the Court finds that the missed EEOC deadline presents a pure question of law: does plaintiffs' failure to file on time with the EEOC bar them from adding an ADEA claim to their ERISA claim? The Court concludes that it does not.
As a threshold matter, the Court notes that compliance with the EEOC deadline is not a jurisdictional prerequisite to suit. Zipes v. Trans World Airlines, Inc., 455 U.S. 385, 398, 71 L. Ed. 2d 234, 102 S. Ct. 1127 (1982). The Supreme Court explained in Zipes, "By holding compliance with the [EEOC] filing period to be not a jurisdictional requirement to filing a Title VII suit, but a requirement subject to waiver as well as tolling when equity so requires, we honor the remedial purpose of the legislation as a whole without negating the particular purpose of the filing deadline, to give prompt notice to the employer." Id. Zipes applies here because the filing requirements of ADEA claims are substantially similar to Title VII claims. Id., 455 U.S. at 395 n. 11. The missed EEOC deadline thus does not present a jurisdictional bar.
The current procedural posture of the case is simply a straightforward attempt to add a claim that would otherwise be time-barred for failure to comply with the EEOC deadline. Having brought suit on an ERISA theory, the question now is whether plaintiffs can seek relief under an age discrimination theory as well.
Defendant has not cited the Court to any cases barring the relation back of a Title VII or ADEA claim when the plaintiff has initially decided to proceed on an alternative theory. Hageman v. Philips Roxane Labs., Inc., 623 F.2d 1381 (9th Cir. 1980) involved a single ADEA claim, not an attempt to add an ADEA claim to a timely-filed ERISA claim, and thus sheds no light on the issue here. The closest analogue the Court has found is Anderson v. Montgomery Ward & Co., 852 F.2d 1008 (7th Cir. 1988), a case neither party cited. In that case, the Seventh Circuit allowed seven former employees to amend their complaint to plead a ...