Employment Law Firm with Focus on Age Discrimination
Although it is well known in the corporate world that age discrimination is prohibited, many employers still take an applicant or employee’s age into consideration when making employment-related decisions. California’s Fair Employment and Housing Act (“FEHA”), Title VII of the Civil Rights Act of 1964 (“Title VII”) and the Age Discrimination in Employment Act (“ADEA”) protect against employment discrimination for applicants and employees who are over 40 years of age. The average age discrimination case involves an applicant or employee over 40 years of age who is treated adversely in the workplace whereas a younger employee is treated favorably.
Some of the ways that our attorneys guide applicants or employees who believe that they were discriminated against includes the following: (1) comments made by supervisors or not prohibited when made by customers or coworkers; (2) employees over 40 receiving unfavorable treatment such as undesirable work assignments, negative job reviews for no legitimate reason; or (3) companies that try to make themselves look younger by advertising to and/or hiring younger workers.
Contact Our Experienced Attorneys to Evaluate Your Case
When you contact our office by calling 877-789-9707 or completing the Online Form on this page, we will schedule a call to discuss your case. Our attorneys will then review the facts, assess the strength of your scenario, and provide you with a free evaluation. Because these cases require proving our cases by a preponderance of the evidence (which mean more likely than not), we have to show that the cause of the employer’s negative treatment (i.e. termination, demotion, short-changing benefits/compensation, and undesirable job assignments) had age as the underlying reason.
The Elements that Plaintiff Usually has to Prove Are:
(1) the plaintiff is 40 years of age or older;
(2) the defendant/employer took adverse employment action against the plaintiff; (3) the plaintiff was qualified for the position in question; and
(4) that the plaintiff was eventually replaced by another employee who was significantly younger or younger employees received more favorable treatment.
Each case is reviewed by the Court taking into consideration each of the particular circumstances.
Then, the burden shifts to the employer to show that the reason for the treatment of the employee was non-discriminatory. If the employer satisfies that burden, the burden of production returns to the plaintiff to demonstrate that the employer’s reason is only a pretext or a cover-up attempt when in fact it was based on age discrimination.
Age Discrimination Cases Are Complex and Weigh Heavily on Representation
In California, Age discrimination actions may be complex and hard to identify. Our experienced and knowledgeable attorneys have years of navigating through the complex web of our court system and do not hesitate from bringing a case to trial. In addition, our attorneys review severance agreements and may increase the amounts in question. Our collective decades of experience in age discrimination cases ensure that we effectively safeguard your rights. Call our Pasadena Age Discrimination Attorney today at 877-789-9707 or contact us online to discuss your case.
The Underlying Laws in Age Discrimination Cases
There are many laws that protect employees in the workplace. One of these laws is California’s Fair Employment and Housing Act (“FEHA”) which prohibits Pasadena employers from discriminating against or allowing the harassment of, their employees based on the employees’ age (over 40 years). In addition, federal laws such as the Age Discrimination in Employment Act (“ADEA”) also protect employees over 40 years of age from employers, labor organizations and employment agencies who consider age as the main factor in employment-related actions. (29 U.S.C. § 623.) In many cases, both FEHA and the ADEA apply. However, the laws protect certain types of workers and apply to employers of certain sizes. With decades of experience, our specialized employment attorneys can make this determination and provide the necessary guidance.
Deadlines to File Your Claim May Be as Short as One Year
If you experience discrimination or harassment in the workplace and believe that it stemmed from your age, contact our office for a free consultation. When you contact Stephen Danz and Associates, an attorney will review the facts of your case with you and instruct you on the steps needed to protect your rights. Accordingly, your allegations of discrimination or harassment must initially be filed with the Department of Fair Employment and Housing. This must be completed within one year from the date of the alleged discrimination or harassment. At this point, we will secure the proper Notice of Right to Sue, and commence a private lawsuit against your employer (or previous employer).
If You’re a Victim or Have Reasonable Belief, Contact a Pasadena Age Discrimination Lawyer
Because age discrimination has a one-year statute of limitation from the date of adverse conduct, deadlines must be carefully followed so that you do not lose your right to sue. Contact our office today at 877-789-9707, or complete the Online Form, and we will ensure that an attorney discusses your case and guides you to maximum compensation and retribution. Stephen Danz supervises the cases and will make sure your rights are properly handled.
Attorneys Specializing in Age Discrimination
California age discrimination and harassment cases demand the attention of attorneys who are familiar with the local court rules, judges, and marketplace, well-versed in the range of laws, have the experience and resources to take on the biggest companies, and the determination to fight defense firms. The success of each case is contingent on, and the amount of compensation for lost wages, benefits, emotional harm, and other related damages depends upon the representation. Our specialized, exclusively employee-side attorneys review the case with you at your convenience and remain involved each step of the way. Often, this involves assessment of the facts, request, and analysis of the evidence through subpoena, deposition of your supervisor and those involved in the decision-making, and many other resources that are well beyond the capability of smaller law firms.
Contact a Pasadena Based Attorney at Our Office Today
To evaluate whether your case includes violations of federal or state laws, contact our office for an initial free, no obligation consultation at (877)789-9707. We can also meet you in person throughout Pasadena and its surrounding cities. At the conclusion of the consultation, our attorney will promptly let you know the strength of your case. Se Habla Espanol.
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“I would like to thank you for your associate Ely for your kind help, support and extremely detailed insight into my case. Thank you for the referral and for your genuine personal approach to my situation. You have my deepest respect and admiration. He is my favorite lawyer ever yet so far.
– Yulia G.”
Stephen Danz & Associates-Pasadena