New York Age Discrimination Lawyer

Fighting For Age Discrimination Victims in Empire State 

Age discrimination in the workplace is an unfortunate reality for many older employees and job seekers. Under both federal and New York state law, individuals aged 40 and older are protected against unfair treatment based on age. If you believe you are experiencing age discrimination at work, understanding your rights and gathering solid evidence are essential steps toward holding employers accountable.

At Schwartz Perry & Heller LLP, we are dedicated to helping clients fight against age-related discrimination and seek the justice they deserve. Our New York age discrimination lawyers are prepared to assist with every aspect of your claim, ensuring that you are fully informed and supported throughout the process.

Call Schwartz Perry & Heller LLP today at (646) 490-0221 or contact us online to schedule a consultation with our age discrimination lawyer in New York.

What Does ADEA Stand For?

If you are an employee who is over the age of 40, the law protects you from age-based employment discrimination. New York State laws and the New York City Human Rights Law protect older employees, as does the federal Age Discrimination in Employment Act of 1967 (ADEA). The Older Workers Benefit Protection Act (OWBPA) amended the ADEA in 1990 and offers even more rigorous protections for older workers. For example, under the OWBPA, employers may not exclude older employees from benefits offered to younger workers.

Common Examples of Age Discrimination

The law does not require a "smoking gun" to confirm age discrimination in the workplace. Our courts have frequently held that employment discrimination can be established with circumstantial evidence. Circumstantial evidence is less than direct evidence, which includes witnesses or written proof. Circumstantial evidence involves making reasonable inferences based on the proof available.

There will never be a memorandum written by management saying, "Let's get rid of the older people." However, there will likely be ample circumstantial evidence. One example would be if a company were to fire 12 people over the age of 40 and replace them with 12 people younger than 40 years of age. It is at that point one might make a reasonable inference, based on the circumstantial proof available, that this particular company had a hostility toward older employees and may be engaging in the practice of age discrimination. In the field of employment law, circumstantial evidence can be very powerful in protecting the rights of employees in the workplace.

If you have been the victim of age bias at your place of work, you should not hesitate to talk to an age discrimination lawyer in New York about your situation and your rights. Age discrimination can be very subtle, so if you have a feeling that your employee rights have been violated, it is wise to talk to a lawyer.

The following are some examples of age-based employment discrimination:

• Pressuring an older employee to retire, whether by constantly asking when he or she plans to do so or by threatening to fire the employee if he or she does not retire
• Forcing an older employee to retire
• Cutting older employees with the highest salaries before younger employees
• Promoting a younger person rather than an older worker
• Making comments about wanting "fresh faces" or "youthful energy" in the office
• Refusing to hire an otherwise qualified employee based on his or her age
• The boss consistently socializes with younger workers, giving them the best job opportunities, or otherwise displays a preference against older employees.
• Not permitting an older employee to learn new skills or attend training

What to Do If You Are Facing Age Discrimination

• Speak up - Your claims will be difficult to back if you never say anything about it to anyone. Let your employer know what is going on and that you do not welcome the behavior. If your employer is the one harassing or mistreating you, you may want to consider bringing the matter to the attention of their supervisor or the human resources (HR) division of your company.
• Be serious - You can request that your employer make an official written report every time you encounter discrimination. You can also tell them that you expect there to be an investigation into the matter regarding what you have told them.
• Create a log - Any time you feel like you are being harassed due to your age, jot down the details of the event as soon as you can. Include time, date, location, people who were there, what was said, etc. Later, if your entries coincide with another’s investigation, you will have created powerful evidence that can be used to your advantage.
• Gather documentation - If you can get physical copies of anything that hints towards the age discrimination you are dealing with, hold onto them. This includes obtaining a copy of your company’s employee handbook, specifically the anti-discrimination section. If this section does not exist, this may raise a red flag.

Lastly, you should always retain a professional attorney as soon as possible. Once you get one of our New York employment discrimination lawyers from Schwartz Perry & Heller LLP on your side, you can enjoy peace of mind in knowing that a highly experienced and genuinely compassionate legal advocate is there to protect your rights on your behalf.

Common Misconceptions About Age Discrimination

Age discrimination can be a complex issue, and there are many misconceptions surrounding it. It's important to have a clear understanding of what age discrimination entails to protect your rights in the workplace. Here are some common misconceptions about age discrimination:

1. Misconception 1: Age discrimination only happens to older employees. 
   Age discrimination can happen to employees of any age. It is not limited to older workers. Younger employees can also face age discrimination if they are treated unfairly due to their age.
2. Misconception 2: Age discrimination is always obvious and intentional.
   Age discrimination can be subtle and may not always be overt or intentional. It can manifest in various ways, such as being passed over for promotions or being excluded from important meetings or opportunities.
3. Misconception 3: Age discrimination only occurs during the hiring process.
   Age discrimination can happen at any stage of employment, including during hiring, promotions, layoffs, and even during day-to-day interactions in the workplace.
4. Misconception 4: Age discrimination is not illegal.
   Age discrimination is illegal under the Age Discrimination in Employment Act (ADEA) and other state and federal laws. It is important to consult with an experienced age discrimination lawyer to understand your rights and legal options.

At Schwartz Perry & Heller LLP, our New York age discrimination lawyers are dedicated to fighting for the rights of employees who have been subjected to age discrimination. Contact us today to schedule a consultation and learn more about how we can help you.

Understanding the Legal Remedies for Age Discrimination

Age discrimination in the workplace is a serious issue that can negatively impact your career and financial stability. Fortunately, there are legal remedies available to protect your rights and seek compensation for damages. Our New York age discrimination lawyers at Schwartz Perry & Heller LLP can help you understand your options and navigate the legal process.

Some common legal remedies for age discrimination include:

• Back pay and lost wages
• Compensation for emotional distress
• Reinstatement or promotion
• Compensation for attorney fees and court costs
• Punitive damages

If you believe you have been a victim of age discrimination, it is important to act quickly and speak with an experienced employment law attorney. Our team can provide you with the guidance and advocacy you need to protect your rights and seek justice.

What Proof Do I Need in an Age Discrimination Claim?

Here are some essential factors that may support your claim:

• Age-Related Comments and Attitudes: Direct evidence of age discrimination can include explicit comments or behavior indicating a preference for younger employees. For example, if supervisors or coworkers frequently make derogatory comments about older employees or suggest that younger workers are more capable, this could serve as evidence. Even subtle comments implying that you are “overqualified” or “outdated” may indicate age bias, especially if made in connection with hiring, promotions, or terminations.
• Hiring and Promotion Discrepancies: A pattern of hiring or promoting younger employees over older, qualified candidates can also suggest age discrimination. This is particularly relevant when older employees with comparable or superior skills and experience are consistently overlooked in favor of younger individuals. Reviewing hiring records, performance evaluations, and promotion histories can help reveal if age played a role in these decisions.
• Sudden Changes in Job Responsibilities: When an older employee is suddenly reassigned to a less favorable role, removed from significant projects, or stripped of responsibilities, these actions may indicate age bias. If the company claims that the change is due to “restructuring” or “efficiency,” it’s worth scrutinizing whether similar shifts occurred among younger employees. Documenting these changes and their impact on your career trajectory can help demonstrate a possible age discrimination claim.
• Disparate Treatment in Layoffs and Terminations: Layoffs and terminations that disproportionately affect older employees could signal age discrimination, especially if the employer fails to provide a legitimate, nondiscriminatory reason for these actions. Analyzing the ages and job statuses of those laid off compared to retained employees may reveal patterns that support your case. Additionally, if a younger, less-experienced employee replaced you, this could serve as further evidence of bias.
• Unjustified Poor Performance Reviews: If you have received sudden, uncharacteristic negative performance reviews, especially close to retirement age or in conjunction with company comments about “new energy” or “modern approaches,” this may be an attempt to document a reason for termination unrelated to your actual job performance. Keeping records of previous performance evaluations, supervisor feedback, and specific instances where you exceeded job expectations can help challenge these assessments.
• Company Culture and Policies: Some workplaces may foster a culture where ageism is implicitly or explicitly encouraged, from preferring “young, fresh talent” to promoting “innovative” teams primarily composed of younger individuals. Reviewing the company’s internal communications, promotional materials, and diversity policies can help establish whether ageism is embedded within the organization’s culture. Witness testimonies from coworkers and former employees can also be valuable.
• Comparative Treatment: A final form of evidence involves comparing your treatment with that of similarly situated younger employees. Documenting differences in job duties, evaluations, and responses to mistakes or errors may reveal a pattern of bias. Gathering performance data and feedback that shows a disparity in how you and your younger colleagues were treated can reinforce claims of age discrimination.

Contact Our Age Discrimination Lawyer in New York Today

If you suspect age discrimination, it’s crucial to consult with our New York age discrimination attorney as soon as possible. Age discrimination cases often hinge on timing, as there are specific deadlines, known as statutes of limitations, for filing claims. Missing these deadlines can result in the loss of your legal rights to seek justice and compensation.

At Schwartz Perry & Heller LLP, we will assess your situation, help you compile the necessary documentation, and advise you on the best steps for pursuing your claim. Contact us today to schedule a consultation and take the first step toward protecting your rights.

Schwartz Perry & Heller LLP is one of the oldest employment discrimination law firms in New York. We are committed to protecting our clients and we know how to aggressively promote their rights. To learn more about us or to schedule a consultation, contact Schwartz Perry & Heller LLP today.