Age Discrimination in the Workplace
We’re ready to fight for you
Employees over the age of 40 often bring valuable experience to the workplace. But some employers hold onto biases and misconceptions about older workers. When employees are subjected to harassment and discrimination as a result, our experienced employment attorneys fight for their rights.
At Gibson Law, LLC, we know how employers approach cases involving age discrimination. That’s because we spent years defending employers in these types of claims. Our lawyers know what it takes to build strong cases that get results. Now, we put our experience and knowledge to work for employees in Ohio who have been mistreated.
Federal and Ohio laws protect employees from age discrimination in the workplace. The federal law that protects workers is the Age Discrimination in Employment Act (ADEA). Ohio has a similar law that applies to workers over 40 years old.
Know the signs of age discrimination
In short, employers are legally liable to an employee for making employment decisions that are based upon the employee’s age. For example, employers can be held liable for selecting a younger employee based upon age-related assumptions.
These protections are important because many employers have misconceptions about age. Often, employers believe that younger employees bring more fresh ideas or are more adaptable, particularly to changes in technology. Basing employment decisions on this type of age-related misconception is against the law.
Age discrimination in the workplace can happen in many ways. Examples include:
- An older employee being treated less favorably than a younger employee.
- An older employee’s position being filled by a younger, less qualified employee.
- An older employee does not get the same opportunities as younger employees.
- Managers or fellow employees making age-related comments, jokes, and stereotypes.
- An older employee is terminated or passed over for promotion for no good reason.
- A younger, less qualified job applicant is hired over a more qualified, older job applicant.
An older employee has been selected to be part of a reduction in force, with the employee’s job duties going to younger employees.
A claim of age discrimination can be filed with the Equal Employment Opportunity Commission (EEOC). The agency may contact the employer about possibly mediating the dispute before investigating. But the EEOC is overwhelmed with complaints and will likely not be able to thoroughly investigate your claim.
Contact us today
That’s why you need an experienced attorney to fight for you. Our firm knows where to look for evidence that you were subjected to discrimination. We carefully review documentation that may include pay stubs, policy manuals, letters, voicemails and emails. We identify and interview witnesses at your place of employment.
We know how to build a strong case that your employer must take seriously. You may be able to recover damages that includes back pay, lost future wages, attorney’s fees and other compensation. Many times, employers agree to discuss a settlement to avoid going to court. We’re prepared to fight to help you get the best possible outcome.
You do not have to tolerate age discrimination. Learn more about how we can help by contacting us to schedule a consultation with a member of our legal team.