For many employees in Los Angeles, the announcement of an impending layoff may be a lot like someone announcing the arrival of a major hurricane or that a commercial airliner is going to crash. At a certain point, a worker has to accept it as inevitable and hope that his or her position survives the layoff.
The reality though, is, as previous posts have discussed, the way an employer goes about a systemic trimming of the workforce must follow both federal law and the laws of California, the latter of which, in many cases, are actually stricter than the law of the United States.
For example, a layoff must not overtly target older employees, which would include any employee who is over 40. They also must not wind up affecting older employees more so than any other group. In other words, if it just so happens that those let go in a layoff were far and away over the age of 40, then the layoff is legally suspect.
The bottom line is that a layoff is something that can be fought in a legal forum under the right circumstances, and an older worker who feels that he or she is somehow being targeted, even covertly, because of his or her age should consider legal options.
In this respect, our law office is available to represent those who may have been the victims of age discrimination in connection with a layoff. Our experienced employment law attorney knows both the protections California and federal law provide older workers and also recognizes that employers will try to hide age discrimination. Knowing where to look, we can help our clients investigate and devise an effective strategy for fighting a layoff and getting the justice they deserve.