Our law firm has been prosecuting cases of age discrimination, in employment, for several decades. We understand how to prove workplace age discrimination, and we also understand how hurtful it is for the employee discriminated against. It is best to speak to directly to our age discrimination lawyers so we can hear about what happened to you at work, and evaluate whether there might be enough evidence to prove age discrimination.Call 1-877-525-0700 to Sue For Age Discrimination
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In order for workplace age discrimination to be illegal it must be done to employees who are over 40 years old. Age discrimination laws are intended to protect older workers; not younger works. Although people are living longer, many need to work until age 70 in order to receive full Social Security benefits, and for financial reasons may need to work well past 70 age discrimination still exists in the workplace.
Workplace age discrimination may be proven through ageist comments made to the employee who is being fired, due to age. These comments may include remarks such as, “You are too old for the job.” Other examples include, “Your time has expired, you cannot keep up with the new people, we need somebody faster, somebody more energetic, you are the old guard, we want a new image.” Ageist comments made by the persons who decide to terminate the employee are strong evidence of age discrimination
Layoffs that primarily affect persons over 40 are layoffs done to rid the workplace of older workers. In one case, involving a major newspaper, we hired a statistician who determined the chance of an employee being laid off who was over 50 could not be by chance, and the higher the employee’s age the more likely they would be laid off in the layoff our client was a part of.
Although a job termination is different than being hired for a job some judges may allow in evidence the only persons hired, or most of them, have been under 40.
Stereotypes about age sometimes affect some industries more than others. Youthful images may be illegally required at a hair salon. In construction the concept of somebody over 50 or 60 working outside performing manual labor may lead to age discrimination; the same for warehouse work. In sales an employer may want somebody to connect to their younger clientele.
If you were fired from an industry traditionally favoring younger workers allow us to consider your adverse employment decision based upon age. Call 1-877-525-0700.
Employee age discrimination often involves the termination of employees who are earning high salaries, and are not likely to obtain comparable employment after being fired. Due to age, a high salary, or only working for one employer for many years victims of age discrimination often experience greater future lost wages than other employees. The financial hardship caused by age discrimination may also result in wrongfully terminated victims of age discrimination having to withdraw money from their 401k or other savings thereby causing them to lose future investment principle. The best age discrimination lawyers understand these damages often unique to workplace age discrimination.
It is also important that a workplace age discrimination lawyer pursue damages for emotional and mental suffering. Being cast out of the workplace due to age can be traumatic. Forced retirements may cause an unjustly fired employee to go into depression. The financial effects of an older worker having to move-in with family, relocate, or lose their long-term retirement plans can also be very distressing.
The value of an age discrimination lawsuit is based upon the evidence by which age discrimination can be proven, the employee’s likelihood of being able to work into the future, the wages capable of being earned after being fired, the amount the employee earns after being fired due to age, the extent of emotional injury suffered due to being fired, and the employee’s proper use of counseling or psychiatric treatment after being discriminated against due to age.
CALL OUR AGE DISCRIMINATION LAWYERS AT 1-877-525-0700 FOR A CONFIDENTIAL EVALUATION WHETHER WE CAN TAKE YOUR AGE DISCRIMINATION CASE ON A CONTINGENCY IN WHICH WE ADVANCE ALL LITIGATION COSTS AND ARE ONLY PAID OUT OF WHAT WE CAN COLLECT FROM YOUR EMPLOYER