Wednesday, November 17, 2010

I am an Employee Being Subjected to Age Discrimination in Pennsylvania - Do I Have a Case? Pennsylvania Contingent Fee Age Discrimination Lawyers




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I Believe I am the Victim of Age Discrimination - How Can I Tell if I Have a Good Case?

Baby Boomers (born 1945 to 1964) now range from age 54 to age 73, and there are a lot of them out there.

Perhaps not coincidentally, if EEOC's statistics are taken at face value, age discrimination is a more common occurrence in corporate America now than ever before.


For example, EEOC Charge of Discrimination statistics disclose that, in 1997, there were 15,785 Age Discrimination Charges filed with EEOC.  

In 2010, that number was 23,264, which equated to 23% of all Charges filed with EEOC.

Despite the the evidence suggesting age discrimination is in vogue more now then ever before, the fact is that proving age discrimination has occurred is not easy. In fact, it is very difficult given the level of proof required.

Age of Reckoning for Baby Boomers?

To win an age discrimination case, an employee must prove that he/she is over 40 and was fired because of his/her age. Sounds simple, right?  Well, if you will excuse the pun, that is not the case.

To Prove Illegal Age Discrimination, An Employee Must Prove That His/Her Age Was THE Motivating Factor for the Termination

In order to understand why proving an age discrimination case is hard, let's start by looking at the term "because of age."

Gross an Unfortunate Decision

In its 2008 decision in Gross v. FBI, the United States Supreme Court held (regrettably) decided that an employee can win an age discrimination case only if he/she can prove that it was his/her age, to the near exclusion of all other factors, that was "the motivating factor" for the termination.

Employers know this, and usually provide a laundry list of reasons for an older worker's termination, which will at trial be offered as evidence of a non-discriminatory basis for the firing.

Winning an Age Case No Easy Chore

Bearing in mind that may people over 40 are fired everyday in America (and often by people who are themselves over 40), allow me to provide an example of the "ideal" age discrimination case.

180 Days for State Law Claims
300 Days for Federal Claims

How Long Do I Have to Make a Claim for Discrimination?

For claims based on Pennsylvania state law (which applies to companies with 4 or more employees), 180 days from earliest act of discrimination (usually adverse employment action such as being passed over for a promotion, demotion, suspension, termination.

For claims based upon federal law (which applies to companies with 15 or more employees), you have 300 days from such first act. See the Filing a Charge or Why is it Important links, below.

HERE ARE SOME OTHER ARTICLES YOU MAY FIND WORTHWHILE:

What is an ILLEGAL Hostile Work Environment? Workplace Bullying Alone is Not Illegal in Pennsylvania

#MeToo - The Rules and Deadlines for Sexual Harassment Claims in Pennsylvania - A List of Most Famous Sexual Predators

What is an ILLEGAL Hostile Work Environment? Workplace Bullying Alone is Not Illegal in Pennsylvania

#MeToo - The Rules and Deadlines for Sexual Harassment Claims in Pennsylvania - A List of Most Famous Sexual Predators

Why is it Important to File an EEOC Charge? How to File Discrimination Claims in Pennsylvania? Time Limits to File Discrimination, Hostile Work Environment and Retaliation Charges in Pennsylvania

Employee Complaints and Retaliation - What is Legal and What is Illegal

How Do Federal, State and Local Anti-Discrimination Laws Work Together to Protect Pennsylvania Workers?

Does My Pennsylvania City, County, Township or Borough Have Any Discrimination Laws Protecting Employees?

FILING A CHARGE OF DISCRIMINATION IN PENNSYLVANIA - A FEW TIPS FROM CONTINGENT FEE LAWYERS

The Philadelphia Fair Practices Ordinance Makes it Illegal to Engage in Workplace Discrimination Because of Sexual Identity, Sexual Preference, Status as Domestic Abuse Victim, Marital or Familial Status, Ethnicity or Ancestry

Employed "At Will":  What Does That Mean? Pennsylvania Contingent Fee Lawyers Explain the Most Important Employment Law Principle

United States Employment and Discrimination Laws - An Overview by Pennsylvania Employment Lawyer

Do I Have a Case for Constructive Discharge? Nearly 50% of People Who Are Unemployed Quit Their Job - Pennsylvania Contingent Fee Employment Lawyers

Voluntary Severance Offers - How to Negotiate and What to Look for When a Company Offers Severance

Secrets to Severance Negotiations in Pennsylvania Revealed:  Philadelphia Employment Lawyers' Guide to Severance Laws and Strategies

The Comparative Tenure, Experience, Salary and Age 
of Your Replacement is of Critical Importance

If You Are Over 40, Were Fired Without Good Cause and Were Replaced by a Person Who is More Than 5 Years Younger Than You, You May Have a Case for Age Discrimination

The employee has worked for the company for more than 10 years.  Within a year of termination, he/she is assigned a new supervisor who is substantially younger than they are; OR, the company comes under new management or ownership.

The employee is (allegedly) fired either because of a layoff or because of a sudden "drop"  in performance that is unsubstantiated.  Sometimes the employee is terminated when he/she "refuses" to retire.  Then, the employee is replaced by someone who is more than 10 years younger. 

Although this is what I refer to as a "clean case," there are many other variables that may come into play.  If you are part of a mass "lay off," and many of those laid off are older than 40, and are subsequently replaced by people under 40, your case has appeal.  If, on the other hand, you are fired because of customer complaints or ongoing issues with management, your case is less than ideal.

Early "voluntary retirement" cases also have potential great appeal.  If you are offered early retirement in lieu of immediate termination, you will not only be eligible for your retirement benefits, but may also have a right to Pennsylvania Unemployment Compensation.  Click Here to read about how that scenario plays out. 

Employment Discrimination Results From a Feeling or Belief That is Covered Up by Bogus Explanations for Discipline or Termination

I believe the most important thing to remember, and the most difficult thing for employees to understand, is what discrimination is and how it is proved.

Proving Pretext (Lies) About Why Employee Was Fired is Crucial

Discrimination is an intentional act, not a "mistake."

It is proved be showing that the reason for termination was bogus, AND THAT THE EMPLOYER KNEW IT WAS BOGUS.

In essence, you must prove that the employer made up the reason for termination.

It is not enough to prove that the employer's reason for termination was wrong.  That is often easy to do, but it is not enough.

Rather, you must prove that the employer first made the decision to fire you because of your age, and then later came up with a reason to fire you that is in essence designed to hide its true motivation.

These principles apply not only to age discrimination claims, but also to all discrimination and retaliation) claims.

NOTE:  Discrimination based upon religion or military service may be demonstrated where: 1) you are punished for observing a religious holiday; 2) you are punished because of a military obligation. 

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We typically represent employees who need an employment lawyer in Philadelphia County, Chester County, Delaware County, Bucks County, Berks County, Lancaster County and Montgomery County.

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If you are looking for an employment lawyer, and live in Ardmore, Ambler, Cheltenham, Ft. Washington, Lansdale, Blue Bell, Germantown, Chalfont, Plymouth Meeting, Pottstown, Willow Grove, Horsham, North Wales, Conshohocken, Montgomeryville, Hatboro, Harleysville, Souderton, Jenkintown, Trooper, Quakertown, Pottsgrove, Downingtown, Lionville, Collegeville, Phoenixville, Northeast Philadelphia, Oaks, Royersford, Springfield, Lower Providence, Malvern, Wayne, King of Prussia, Downingtown, Upper Gwynedd, Glenside, Doylestown, Radnor, Berwyn, Stowe, Bryn Mawr, Wayne, Newtown Square, Exton, Dresher, Aston, Brookhaven, Center City Philadelphia, West Chester, Lima, Oxford, Kennett Square, Skippack, Langhorne, Haverford, Newtown Square, Broomall, Drexel Hill, Reading, Eagle or any of their surrounding towns, feel free to send us an e-mail via our Contact Form or give us a call at 610-647-5027.  We are always glad to spend some time with people via a free telephone consultation.


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