In that case, the EEOC’s final decision dismissing plaintiffs ADEA claim stated that: “If any of your claims were based on the Age Discrimination in Employment Act of 1967 ... AS TO THOSE CLAIMS ONLY, you MAY have up to six years after the right of action first accrued in which to file a civil action.” Id. The Second Circuit held that equitable tolling was not warranted because the “uncertainty reflected in the notice stems from the inconsistency in the case law between the circuits.” Id.; see also Lavery, 918 F.2d at 1028 (”[t]he arguably contradictory language — that claimant must file within thirty days and that age discrimination claimants may have up to six years — appears to be a reflection of the difference of judicial opinion ....); compare Lubniewski, 891 F.2d at 221 (<HOLDING>) with Edwards, 64 F.3d 601, 604-06 (holding
holding that the sixyear statute of limitations on a written contract is applicable to a cause of action based on a um policy holding that this courts sixyear statute of limitations is jurisdictional holding sixyear statute of limitations applies to adea actions involving federal employees recognizing a sixyear statute of limitations on claims filed under the coal act holding pennsylvanias similarly worded sixyear statute of limitations for paternity actions unconstitutional