The illegal practice of discriminating against a prospective or actual employee based on their age is a violation of federal law
A person’s age, race, gender, and religious beliefs are constitutionally protected. Therefore, the act of discriminating against a person under any one of these pretenses is illegal and thus actionable under the law.
Examples of Age Discrimination:
Instances of age discrimination include an employer preventing a 56-year-old man from attending a professional-development training course because the employer thinks the employee is ‘too old,” but allows younger colleagues to participate in the training.
Other forms of age discrimination include demotions, unequal discipline, failure to hire, promote, and receive less compensation. There can also be harassment by other employees that is openly tolerated by management.
Age Discrimination Is Enforced Under The Following Federal Laws:
The Age Employment Discrimination in Employment Act (AEDEA) forbids prejudicial treatment of employees above the age of 40. Unfair treatment of employees due to their age or favorable treatment towards employees under the age of 40 is classified as Age Discrimination.
The US Equal Employment Opportunity Commission enforces strict laws against Age Discrimination and Work Situations, Age Discrimination, and Harassment, and Age Discrimination and Employment Policies/Practices.
