equivalent to a valid release of ADEA claims? As stated in the case study overview, obtaining the release, Entergy failed to in at least three respects with the requirements under the Age Discrimination in Employment Act (ADEA), as set forth in the Older Workers Benefit Protection Act (OWBPA). The release cannot uphold the ADEA claim because it does not correspond to the statute and the employee’s retention of payment to ratify equal to a valid release of her ADEA claims, since the retention did not align with the OWBPA in comparison to the original release. The statute directly affects the release on ADEA claims, and the employer cannot resort to the employee’s failure as a way of excusing its own failure
