If you have suffered age discrimination or other types of discrimination in the workplace, you may wonder what options are available to you. You might have heard of the Equal Employment Opportunity Commission or EEOC but have wondered what it is and what it does. The EEOC is responsible for enforcing federal laws that prohibit discrimination against either an employee or job applicant based on the party's race, color, national origin, religion, sex, which includes pregnancy, gender identity and sexual orientation, age, which is those 40 or older, disability or genetic information.
A recent post on this blog discussed a recent flurry in age discrimination lawsuits in the Silicon Valley, a place known to many Los Angeles residents as the home of high-paying jobs and laid-back company culture. It stands to reason, though, that even California companies with a good reputation might not be able to resist the temptation to let go of "aging" workers, that is, those who are over 40.
The California Supreme Court recently delivered extremely good news to a former employee of the Staples office supply store in La Mirada. The court denied the petition for review by Staples of an appellate court order affirming a $16 million verdict in the employee's favor.
Workers in California enjoy many protections when it comes to securing their employment. For example, California's Fair Employment and Housing Act makes it illegal to discriminate regarding employment based on the following factors: race, sex, religion, creed, marital status, sexual orientation, gender and age, among others.
With retirement a challenge for many in California, more and more workers may be remaining on the job indefinitely. Consequently, age discrimination is a serious concern in today's uncertain economy. There are key laws related to age discrimination in the modern workplace. These may be of interest to those who are unfamiliar with the topic or believe they may have been a victim of this type of damaging discrimination.
With an economy that is anything but certain, many Californians - as well as those across the country - are postponing retirement and working at older ages. Consequently, it is not uncommon for age discrimination situations to appear as more and more people of various stages of life compete for scarce jobs. Fortunately, the law protects most California workers age 40 and older from employers who discriminate because of age.
Workplaces in California, and across the country, have a responsibility to treat their workers fairly and to not discriminate against any employees based on their membership in a federally protected class. These classes include race, gender, religion and age.
Discriminating against or harassing an employee or group of employees is prohibited by federal law if it is based on a person's status as a member of a protected class. There are various federally protected groups that the government seeks to protect from discrimination in the workplace. These classes include religion, ethnicity, sex, disability, and age, among others.
California employees are protected from discrimination based on their age at both the federal and state level. The Age Discrimination in Employment Act, or ADEA, is a federal law that protects employees age 40 and older from discrimination in pre-employment and employment activities. Some states have further age discrimination protections that are even stricter than the ADEA regarding employer treatment of older employees.
Age-based legal protections are provided by the Age Discrimination in Employment Act, which provides rights to those forty and over regarding discriminatory activities by employers. These protections are provided not only to current employees, but also extend to those applying for jobs.