Reverse Age Discrimination?

I am new a position of a supervisory role. My two staff workers are much older than and have been working at the institution for years.

At my staff meeting this week (Wednesday) one of my staff workers blew up at me, yelling, cursing, and shaking, and becoming red in the face. During this outburst she referred to me as "silly & unrealistic". She is receiving a letter of disciplinary action in her file regarding this incident, and it is not the first time such an outburst has occurred. Just the first time its happened to me.

Today I overheard her on the phone where she specifically referred to me as the "new girl".

Clearly because of my age and gender she doesn't feel she has to listen to me.

I have been advised by two coworkers that these comments should be brought to the attention of the EEO office.

Should I contact our EEO office and tell them what I've heard? What should I say?

I just thought I would mention I decided not to involve our EEO office. I just thought I would continue to document such comments, I found out after I posted this that certain staff members have a history of running over to EEO for any infraction. And that office is rather annoyed by it. I wouldn't want to be associated with that.

Additional I found out after this post that a different staff worker filed an EEO complaint against me, because apparently I told her not to speak to anyone. Which is not an EEO action, and I certainly didn't say such a thing. I only asked her to "limit distractions", she has a bad chit chatting habit.

So its clear that 3 weeks into the job that this whole EEO thing is simply abused by certain people. I don't want to be one of those. Because valid complaints are serious issues.

I will simply continue to do my job the best I can.

"new girl" in and of itself is fairly meaningless and will just be a waste of time.

Age is a "protected class" but it doesn't work in reverse, and given you are in the supervisor role, the comment, however rude, just doesn't hold much merit from an EOEO standpoint.

You would be better served by treating her fairly and consistently, and documenting any and every instance of infraction, and as long as you can show a consistent pattern of inappropriate behavior, and as long as everyone is held to the same standard, you can fire her for those work performance based reasons very easily & cleanly without getting into the very messy and time consuming areas of discrimination.

It's just "age discrimination" no matter what way it goes.

I think you should talk to the offenders first, because they may actually understand your point. Even if they still feel the same, they may not say it again while ur at work. If they persist after that, then take it to EEO

you can't be running to a government agency because someone doesn't like you. it sounds like you need some growing up to do.