{"id":2885,"date":"2019-01-21T07:18:13","date_gmt":"2019-01-21T07:18:13","guid":{"rendered":"https:\/\/www.california-labor-law-attorney.com\/?p=1459"},"modified":"2019-01-21T07:18:13","modified_gmt":"2019-01-21T07:18:13","slug":"age-discrimination-in-employment-act-adea-in-california-3","status":"publish","type":"post","link":"https:\/\/www.california-labor-law-attorney.com\/age-discrimination-in-employment-act-adea-in-california-3\/","title":{"rendered":"Age Discrimination in Employment Act (ADEA) in California"},"content":{"rendered":"

\"Young<\/p>\n

The Age Discrimination in Employment Act (ADEA) gives priority to older employees specifically 40 years and above. They can file a claim for compensation when they report unfair replacement by younger employees. However, they have to prove that their replacement was indeed \u201cyoung\u201d per the criteria of the law. Since its introduction, it has protected a lot of older employers, and has minimized the cases of age-related discrimination.<\/p>\n

What counts as Age Discrimination? <\/strong><\/p>\n

The court has no set age to show who is \u201cyoung\u201d, but a three-year age difference is the minimum age required to file a claim.<\/p>\n

Age Discrimination can take the following forms;<\/p>\n

\u2022 Declining to give existing employees promotion due to their age<\/p>\n

\u2022 Firing employees on attainment of a certain age<\/p>\n

\u2022 Recurrent age harassment cases<\/p>\n

\u2022 Refusing to higher older but qualified employees<\/p>\n

How can I prove Age Discrimination?<\/strong><\/p>\n

In proving an age discrimination case, the claim must show one or more of the following:<\/p>\n

\u2022 The employer discriminated against the employee based on age<\/p>\n

\u2022 The job applicant or employee was at least 40 years.<\/p>\n

\u2022 The employer in question was an entity under discrimination laws<\/p>\n

\u2022 The job applicant or employee was negatively affected by an employment act<\/p>\n

Other Protection Acts Combatting Age Discrimination <\/strong><\/p>\n

Older Workers Benefit Protection<\/p>\n

The Older Workers Benefit Protection Act provides further security for employees by providing waivers that outline employee rights. Thus, if an employer wants to lay off some employees, they must abide by the requirements stated on these waivers before making any decisions in order to avoid age discrimination. If these requirements are not met and the employee feels wronged, they may outline the issue on the waiver and submit it for proof of age discrimination.<\/p>\n

\n

Photo Credit: Shutterstock\/Jacob Lund<\/p>\n","protected":false},"excerpt":{"rendered":"

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