Types of Age Discrimination in the Workplace
Age discrimination in employment is a pervasive problem in the workplace. It often takes subtle forms, ranging from subtle prejudices and microaggressions to more serious forms of blatant mistreatment. Common types of age discrimination include:
Denying promotions or other opportunities:
Employers may not promote an individual simply because they are “too old” for a particular role or deny them opportunities based on age. Employers may prefer hiring younger workers over older workers, even if the job requirements are the same. This type of discrimination is also known as “reverse ageism” because it puts older applicants at a disadvantage compared to younger applicants.
Unfair pay and benefits:
Employers are prohibited from paying different wages to individuals based on their age. However, some employers may try to get away with differential pay by paying older employees lower wages than younger employees for the same job. This type of discrimination is illegal, and employers must adhere to fair pay laws and ensure that all employees are paid fairly according to their job, regardless of age.
Unfair layoff policies:
Employers may try to reduce their workforce by laying off older workers first instead of younger employees. This is a common form of age discrimination, and employers must avoid making decisions about layoffs based solely on age.
Harassment:
Employees of any age should not have to deal with offensive comments or harassment based on age. This could include ageist jokes or age-based insults. Employers should ensure that all employees are treated with respect and have policies in place to protect employees from age-based harassment.
Hiring practices that favor younger workers:
Employers may prefer hiring younger workers over older workers, even if the job requirements are the same. This type of discrimination is also known as “reverse ageism” because it puts older applicants at a disadvantage compared to younger applicants.
Forced retirement:
In some cases, employers may force employees to retire at age 65 or older, even if they can still perform the job. There are guidelines set out by the Age Discrimination in Employment Act (ADEA) that employers must follow when making decisions about age-based retirement.
If you feel like age discrimination is happening in your workplace, contact an age discrimination attorney Los Angeles to discuss your options. They can help you understand your rights and advise you on how to file a complaint or take legal action. You should not have to face age discrimination alone, and a knowledgeable age discrimination attorney can provide the legal advice you need.