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Age Discrimination: Know Your Rights in the Workplace

In the previous post, we wrote about the age discrimination lawsuit against Google Inc. Recently the Supreme Court of California ruled that the case against Google could move forward. Many experts in the employment law field have been calling the ruling a win for employees, saying that it may be easier, for example, for an employee to get their case heard before a jury.

In light of this recent ruling, we thought it would be pertinent to take a deeper look at the law prohibiting age discrimination in the workplace. The website of the U.S. Equal Employment Opportunity Commission offers useful facts about age discrimination. Whether you are an employee or an employer, it is always a good time to review The Age Discrimination in Employment Act of 1967 (ADEA).

The ADEA protects individuals who are 40 years of age or older from employment discrimination based on age and applies to both employees and job applicants. It is unlawful to discriminate against a person because of their age regarding any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.

The ADEA applies to apprenticeship programs, job notices and advertisements, pre-employment inquiries, benefits, and to waivers of ADEA rights. If an individual opposes employment practices that discriminate based on age, it is unlawful to retaliate against them.

You can visit the EEOC website for a detailed description of the ADEA and other employment laws.


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