Why Hire an Age Discrimination Attorney
If you have been the victim of age-based discrimination in southern California, please contact the best Age Discrimination Attorney Stevens & McMillan at (800) 738-3353 for a free consultation.
What is the Age Discrimination in Employment Act of 1967?
There are various laws out there, including the Civil Rights Act of 1964, the Americans with Disabilities Act, and the California Fair Employment and Housing Act, which protect persons from age-based discrimination. Here, we will discuss one specific law, the Age Discrimination in Employment Act of 1967 (“ADEA”), a specific law-based subject that typically requires one to hire an Age Discrimination Attorney. The ADEA prohibits discrimination in employment against workers age 40 or older.
The ADEA makes it unlawful for an employee to do any of the following acts based a person’s age:
• fail/refuse to hire
• discharge from employment
• discriminate against an individual in respect to compensation, terms, conditions or privileges of employment
• limit/segregate/classify an employee in a way that adversely affects the employment
• to reduce the wage rate of any employee in order to comply with the ADEA
Furthermore, any adverse employment action motivated by age bias is unlawful and should be handled by an Age Discrimination Attorney. Some examples of adverse employment actions would include demotion, denial of an available job, a hostile work environment, transfer to a less desirable department/location/etc., changing your work hours, reducing your wages, holding you to a higher standard than other employees and/or writing you up for things that other employees are allowed to do, failing to take action when you complain about harassment/discrimination/retaliation, unjustified negative performance evaluations, etc. It is also unlawful to retaliate against an employee for opposing an ADEA violation and/or hiring an Age Discrimination Attorney.
An Age Discrimination Attorney typically handles cases such as: As an example of age-based discrimination covered by the ADEA, imagine an employer had 100 employees, half of which were older than 40. If the employer laid off six employees, all age 40 or higher, and replaced them with workers in their 20s, all in an effort to have a “younger, fresher” employee force, then this would be age-based discrimination. The employee would potentially have a claim against the employer for age discrimination.
If you have been the victim of age-based discrimination in southern California, please contact the #1 Age Discrimination Attorney Stevens & McMillan at (800) 738-3353 for a free consultation. This article has only touched on the general scope of the law and is for information purposes only. This article is not intended to give legal advice.