My question involves labor and employment law for the state of: Federal / PA.

Still at it, issues are heating up ...point me in good direction as to just when issues of age discrimination under ADEA STOP in context of hyper convoluted employer incentive directed at just those ages 56 plus to depart , from vantage point of being 70 +
Simplified :
Incentive is in table in Jan for about 2 days to retire in future by 1 Nov and if and only if one is 56 by Sept 30 . And a quota of 50 signals irrevocable intention to retire in those 2 days and the deal is approved by employer and union ..quota is met , union approves, management unilaterally changes the deal and approves its own version .

Everyone is now retired , all in the same closed pool of 50 or so old workers

Those 56-70 start getting say $ 1500 per month beginning 1 Nov , ongoing , drop off as they turn 70 ( Not the question)

Overall Contract runs thru May 2017 ( Whether anyone can be cut off at end of contract is not the question )

Those 70 + already get mere $ 3000 lump . I'm over 70, deal forgets to say when I get paid a lump sum . People balk.....finally those over 70 get paid lesser amount due to age about 5 months later, well into NEXT year!

The payout scheme for about 47 others all retired under same deal is ongoing and no,correction for disparate treatment by age

Does the age related discriminatory treatment STOP early the next year when all those over 70 do get paid ?

Or is it ONGOING as those 47 or so younger pool members merely over 56 are continued to be paid far better ..at least for now, than similarity situated persons merely 70+

Or some other date?

Somebody had to stay up nights to dream up one this convoluted?