Dear AARP Employee. . .

I know you think this cannot happen to you and I hope it never does. But you should know the way AARP litigates and my blog posts, while telling aspects of my story they also show their tactics. If you have worked there long enough, you know how AARP operates, you've had a colleague or two that something wrong happened to them. Do you really want to work for an organization that will threaten you, send you to collections, sue you, and use all their resources to try to destroy you when they do something wrong? All because they can.

I am sure you are thinking, there is a new CEO coming, things will change, but use my situation as an example. If this new CEO ends the further litigation and lets me move on with my life, then a change has happened and I think there is hope. If she continues the litigation to DC Appellate court, nothing has changed and you should worry. It's more of the same, no matter what they tell you.

I am not happy that I found myself in this situation, nor that I am the only one who has been able to fight them (barely). Other discriminated employees didn't have the resources to fight and had to take whatever AARP offered or got outspent and ended their fight - with justice not being served. Would you be able to fight them?

I want to ask you, as an employee - Ask AARP management how many millions of dollars they have spent over the last 7 years on their Harvard educated attorneys. I know the answer will shock you. If they did it to me, they will do it to you.

At the time of my termination I was asked to sign this letter admitting my "guilt" and if I did not the letter threatens to tell my future employers about my firing and AARP will sue me. AARP said I owed them money for two business trips meeting with partners my manager approved and I had run through the system for booking and reimbursement. All by the book.

During my termination, they used the time in that closed room to try to make me do what they wanted out of fear and intimidation. They were shocked and I know they were mad when I informed them I had an attorney, knew my rights, and wouldn't be intimidated. At trial they said I had an attorney because I knew I was guilty, why else would I have an attorney?

The fact of the matter is I had the attorney because I knew they discriminated and fired another gay man who had an anonymous complaint about them. They eventually settled with that man, because he was discriminated against and they were wrong to fire him. They didnt even perform an investigation. While they settled, he didn't get his job or the 18 months they stole from him back, let alone all the stress and anguish they caused him.

AARP sent me to collections and sued me.

Demand Letter:

Collections Letter:

AARP couldn't even tell the truth on the collections letter stating I had a corporate credit card - which I never had.

When we finally got to trial. . . .It shouldn't have surprised us, AARP produced a brand new person as being the sole decision maker in my termination - Mr. Loizzi. Mr. Loizzi is allegedly a gay man (convenient) and at trial Mr. Flanagan blamed it all on him stating - Mr. Loizzi made the decision and he just "rubber stamped" it. Interestingly, Mr. Loizzi is not mentioned on a single one of the 10,000+ pages of discovery documents produced by AARP, nor by a single witness during the many depositions that were taken - including Mr. Flanagan's who during his 2019 deposition stated emphatically he fired me because I am a liar and that he was the sole decision maker! IT WAS HIM!!!! https://www.therealaarp.co/post/it-was-him

Mr. Loizzi is not only still employed by AARP, interestingly 8 months before trial Mr. Loizzi received a promotion to Talent Management Director with a hybrid work schedule (see below) that hybrid thing is so important to him, he posts it on his LinkedIn. Hmm, isn't that a fascinating fact?!?

Anyone who has worked at AARP knows how well AARP documents EVERYTHING! How is it that there is nothing outside of Mr. Loizzi saying he did this to corraborate his claim? Not a single shred of hard evidence was produced at trial or during discovery. You do the math.

My lawsuit is now caselaw and AARP will need to tread lightly on the go forward. I hope that my win will prevent further discrimination. Again, there is a new CEO and she can usher in a new, better way forward. I need them to let me move on with my life and start to heal and let my 68 yo husband finally retire. It's time.