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Workplace Age Discrimination

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image of an older man packing his office in a case of workplace age discrimination

About Workplace Age Discrimination

Under the federal Age Discrimination Employment Act of 1967 (“ADEA”), it is illegal for an employer with at least 20 employees to discriminate against any employee aged 40 or above on the basis of age. This demographic may experience more difficulties obtaining fairly earned promotions at work, being removed from leadership positions in order to advance a younger employee’s career, in the hiring process itself, and/or finding new employment after a layoff due to their age.

The ADEA also makes it unlawful to deny an older employee benefits or force them to retire early, or terminating an employee on the basis of age.

There are also applicable state-specific laws prohibiting age discrimination in the workplace that employers must follow. Siri & Glimstad’s attorneys are experienced at dealing with age discrimination claims in the workplace.

If you wish to pursue your claims under the ADEA, we urge you to not delay in reaching out to an attorney because strict time limits apply. Once your claim is barred based upon expired time limits, you will never be able to pursue any action to recover damages or other relief.

EEOC Process

In order to file a lawsuit for discrimination on the basis of a protected classification (e.g., age, race, religion, gender, etc.), an employee must first go through the EEOC process (or a state civil rights agency) and receive what is called a “Right to Sue” letter. We assist employees through this process. In some instances, we may pursue litigation after obtaining the Right to Sue letter.

If you wish to pursue a discrimination claim against your employer or former employer, we urge you to not delay in reaching out to an attorney because strict time limits apply. Once your claim is barred based upon expired time limits, you will never be able to pursue any action to recover damages or other relief. Because of the tight deadlines in these types of cases, it is very important to reach out to an attorney before you have received your Right to Sue letter.

How An Employment Attorney Can Help

If you have been a victim of employment discrimination, contact us to have an experienced employment attorney evaluate your claim and see whether you have a case. An attorney will be able to tell you if you have a claim.

As part of compensating for unlawful discrimination an employer may be instructed by the court to compensate you for lost income, related economic damages, emotional distress damages, or restore an employee’s position.

At Siri & Glimstad there is never any cost upfront to you for representation. We get paid only if we win for you.

Your Employment Law Team

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Walker Moller
Partner
Location: Texas
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Jack Spitz
Attorney
Location: New Jersey
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Suzanne Heywood
Attorney
Location: Illinois
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Jennifer Malainy
Chief Legal Marketing Officer
Location: New York
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Gina Mannella
Paralegal
Location: New York