bidding, bumping, transfer or promotion rights" was facially discriminatory because it “excludes women with childbearing capacity from lead-exposed jobs and so creates a facial classification based on gender”); Los Angeles Dep’t of Water & Power v. Manhart, 435 U.S. 702, 98 S.Ct. 1370, 55 L.Ed.2d 657 (1978) (employer's policy requiring female employees to make larger contribution to pension fund than male employees is discriminatory on its face); Connecticut Light & Power Co. v. Sec’y of United States Dep’t of Labor, 85 F.3d 89, 95-96 (2d Cir.1996) (proposed settlement agreement violated the ERA because it contained explicit gag provisions aimed at having the employee relinquish his statutory rights); EEOC v. Board of Governors of State Colls. & Univs., 957 F.2d 424, 431 (7th Cir.1992) (<HOLDING>). BRIGHT, Circuit Judge, dissenting. I
holding age discrimination claim barred holding that claims arising under the age discrimination in employment act may be subject to arbitration holding that the age discrimination in employment act was not preempted by the nlra holding that an agreement to submit age discrimination claims to arbitration does not constitute a waiver holding that a collective bargaining agreement violated the antiretaliation provision of the age discrimination in employment act because on its face it unambiguously denied an employee his contractual right to file an inhouse grievance once he elected to file an age discrimination charge