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The Age Discrimination in Employment Act of 1967 (“ADEA”) protects individuals age forty or older from employment discrimination based on age, whether the individual is an employee or a job applicant. The ADEA applies to employers that (1) are engaged in an industry affecting commerce; and (2) employ twenty or more employees for each working day in each of twenty or more calendar weeks during the current or preceding year. The ADEA also applies to employment agencies and labor organizations.
The ADEA makes it unlawful for an employer to discriminate against a person because of the person’s age with respect to compensation, terms, conditions, or privileges of employment. The ADEA also prohibits an employer from retaliating against an individual for opposing employment practices that discriminate based on age or for filing an age discrimination charge, testifying, or otherwise participating in an investigation, proceeding, or litigation under the ADEA.
If an individual demonstrates that an employer discriminated against the individual based on age, the person may be entitled to receive unpaid wages. A court may also order injunctive relief (such as reinstatement if an employee had been discharged) or liquidated damages if the court finds that the employer willfully violated the ADEA.
If you would like to speak to an employment law attorney regarding age discrimination, contact the employment lawyers at Clouse Dunn LLP at info@cdklawyers.com.
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