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Age Discrimination

The Fair Employment and Housing Act (“FEHA”) outlaws workplace discrimination because an employee is over forty (40). Proof of age prejudice may be direct, e.g. employer statements explicitly referring to age, or indirect and circumstantial, i.e., inferred by the facts and the surrounding circumstances. An employee who cannot produce direct evidence of age discrimination may nevertheless create an actionable inference of age discrimination by making out a so-called prima facie case, usually as follows:

  1. The employee is in the protected class, e.g., he or she is forty (40) or older
  2. The employee was treated adversely in the workplace, e.g., fired, harassed, denied promotion.
  3. Employees in the same classification who were not at least forty (40) or who were younger were not treated adversely, or the employee was replaced by someone who was younger.

Discrimination may also be inferred by statistics. In addition, even if the employer tries to explain the adverse employment decision as being the result of a supposedly “legitimate” business decision, e.g., the employee was purportedly not meeting job performance standards, an employee may adduce evidence demonstrating that the employer’s “legitimate business reason” was a “pretext'” or a ruse, designed to “mask” the true reason for the adverse employment decision, i.e., age discrimination. Employee’s can rebut or counter a pretextual, so-called “legitimate business reason,” by showing that (1) the supposed “legitimate business reason” does not make business sense, (2) other employees in the same situation were not subjected to the same adverse treatment or (3) the employer has given multiple and inconsistent explanations which suggest dishonesty.

Quick action is usually required when an employee suspects he or she may have been subjected to age discrimination because in most cases the employee must file a complaint with the Department of Fair Employment and Housing within one year. Early action is also advisable in order to preserve evidence that would be critical in proving a claim, e.g., witness statements, depositions, documentary evidence and personnel records.

DISCLAIMER OF LEGAL ADVICE: By reading the foregoing information and using this website you agree to the following: This foregoing is informational only; Nothing herein constitutes or is intended to constitute legal advice of any kind. Your use of the information herein does not create an attorney-client relationship. Never rely on any information presented herein without directly contacting and communicating with Elliott & Associates. Anyone with a suspected claim should communicate directly with competent counsel, including competent counsel affiliated with other firms.

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