No, the U.S. Supreme Court has made clear in General Dynamics v. Cline (2004) that the ADEA does not sanction so-called reverse age discrimination claims. In Cline the Court considered whether a retirement plan that treated older workers in the protected class better than younger workers amounted to age discrimination. The Supreme Court said no, reasoning that “the ADEA was concerned to protect a relatively old worker from discrimination that works to the advantage of the relatively young.” The Court concluded: “We see the text, structure, purpose, and history of the ADEA, along with its relationship to other federal statutes, as showing that the statute does not mean to stop an employer from favoring an older employee over a younger one.”