Los Angeles Abogado de Discriminación por Edad

Age discrimination refers to certain instances in which an employee above the age of forty (40) is treated differently or unfairly in their work environment due to their age. Age discrimination is strictly prohibited by federal and state laws. The challenge in such cases is to prove that the circumstances surrounding one’s termination or denial of employment were defined (in the employer’s eyes) by their age. At Bibiyan Law Firm, our decorated legal experts are devoted to protecting workers from discrimination and/or harassment. With their experience, passion, and comprehensive understanding of employment law, our age discrimination attorneys in Los Angeles will work tirelessly to recover losses due to workplace injustice. Far too often does age bias affect job assessments, promotions, raises, and other metrics that should be driven by employee performance, rather than age. Bibiyan Law Group would like to reverse this trend and protect the interest of hard working Americans, regardless of their age, gender, disability, creed, religion, etc. Speak with a Los Angeles age discrimination lawyer today about how to move forward with your claim.

Enacted in 1967, the ADEA promotes the employment of older workers on the basis of their ability and skill, rather than age. The act also prevents agist discrimination in the workplace, addressing issues that arise with an aging workforce. This effectively encompasses all privilege of employment, including compensation and benefits. ADEA applies to employment agencies and labor organizations as well. Furthermore, it is illegal to retaliate against individuals for opposing employment practices that demonstrate discrimination based on age.

Otras leyes que prohíben estrictamente la discriminación en el lugar de trabajo y protegen eficazmente a los empleados son:

• Título VII de la Ley de Derechos Civiles de 1964
• La Ley de Igualdad Salarial de 1963
• Ley de 1967 contra la discriminación por motivos de edad
• La Ley de Rehabilitación de 1973
• La Ley de Derechos Civiles de 1991
• y la Ley de Empleo y Vivienda Justos de California de 1959

In order to prove age discrimination in your workplace, your legal representatives must prove that you are 40 years or older, adversely affected by the employment action in question, and that your employer took said action because of your age. An employer is liable for the discriminatory acts of their employees if:

• El empleado ejercía funciones de dirección o supervisión; o
• El empresario conocía el acto discriminatorio y no adoptó medidas correctoras inmediatas y adecuadas para remediar y prevenir dicha conducta una vez descubierta. Se considera que un empresario tenía conocimiento de la conducta discriminatoria de un empleado cuando dicha conducta era conocida por otro empleado que ejercía funciones de dirección o supervisión, o
• El empresario debería haber tenido conocimiento de la conducta discriminatoria y no haber actuado con diligencia razonable para evitarla.

Entre los ejemplos de discriminación por edad recurribles cabe citar (aunque no exclusivamente) los siguientes

• Early Retirement Deals – These are also known as golden handshakes. When an employer bases these deals on the age of a worker over 40, with no other legitimate business reason, a violation of federal and state age discrimination law has occurred.
• Illegal Employee Replacement – Employers commonly refresh their labor force by replacing workers on a routine basis. However, when an employee over the age of 40 can prove a replacement occurred specifically in order to hire or promote a younger employee, he or she could have a case under both state and federal law.
• Illegal Wage Determinations – Violations of age discrimination laws can occur with any aspect of employment. Particularly, with wages and salaries, an employer must not make unfair wage determinations based on the over 40 status of a worker. For instance, an employer may be liable for age discrimination when he/she uses age to determine that an older worker with higher pay due to seniority should be replaced with a younger worker with less seniority.
• Inequality in Job Benefits – In addition to the ADEA, employees have additional federal protection from the Older Workers Benefit Protection Act. This act requires employers to treat older and younger employees equally in terms of the scope and amount of benefits received. Though employers may be tempted to save money by spending less on benefits for older workers or offer less coverage than younger workers, both these actions are prohibited by federal law.