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Age Discrimination
At Console Law Offices LLC, we are dedicated to protecting the rights of employees and applicants for employment who have been discriminated against because of their age. Federal and state law prohibits employers from discriminating against employees and job applicants who are forty years of age or older. It is illegal for employers to include age preferences or ranges in job notices or advertisements, unless the employer can demonstrate that age is a “bona fide occupational qualification” (BFOQ). A BFOQ means that age is reasonably necessary to the normal operation of the business, which is a rare occurrence. It is also important to note that, although it is not necessarily illegal for employers to ask the age of a job applicant, such requests may be closely examined to ensure that the request is for a legitimate, lawful purpose. Federal and state law also prohibits retaliation if an employee complains about age discrimination; the law also prohibits employers from creating a hostile work environment based on age.
If you are forty years of age or older, have been laid off as part of a group and have been offered severance pay in exchange for your signature on a Release Agreement, there are certain obligations your employer owes to you in order to obtain a release of claims under the Age Discrimination in Employment Act (“ADEA”). For instance, your employer may be required to provide you with a list of all employees (identified by position and age) who have been laid off and those who have been retained.
Discrimination cases are often difficult and complex. Each case requires a careful, focused, and thorough evaluation by a competent attorney who practices employment law. Our firm maintains an excellent reputation in the field of employment law both with employers and the legal community. Depending on the particular facts of your situation and your specific goals, we will work with you to negotiate with your employer, file a Charge of Discrimination with the appropriate federal, state or local agency, and represent you in federal or state court.
Please be aware that there are strict deadlines associated with bringing claims of discrimination. In some cases, you may only have 180 days to file a claim or you forever loose your right to do so. If you believe you have been discriminated against based on your age do not delay in contacting us for a comprehensive consultation.
If you are forty years of age or older, have been laid off as part of a group and have been offered severance pay in exchange for your signature on a Release Agreement, there are certain obligations your employer owes to you in order to obtain a release of claims under the Age Discrimination in Employment Act (“ADEA”). For instance, your employer may be required to provide you with a list of all employees (identified by position and age) who have been laid off and those who have been retained.
Discrimination cases are often difficult and complex. Each case requires a careful, focused, and thorough evaluation by a competent attorney who practices employment law. Our firm maintains an excellent reputation in the field of employment law both with employers and the legal community. Depending on the particular facts of your situation and your specific goals, we will work with you to negotiate with your employer, file a Charge of Discrimination with the appropriate federal, state or local agency, and represent you in federal or state court.
Please be aware that there are strict deadlines associated with bringing claims of discrimination. In some cases, you may only have 180 days to file a claim or you forever loose your right to do so. If you believe you have been discriminated against based on your age do not delay in contacting us for a comprehensive consultation.