Age Discrimination in California

How to Bring a Lawsuit on Age Discrimination in California

You’re over 40 and feeling sidelined at work. Could it be age discrimination? It’s more common than you’d think, even in California where it’s illegal.

This article will help you understand the laws, recognize the signs, and guide you through filing a complaint or even a lawsuit.

Don’t let your age hinder your professional growth. Stand up for your rights and let’s fight age discrimination together.

Is age discrimination illegal in California?

Yes, in California, any form of age discrimination against individuals who are 40 years or older is strictly prohibited under the law. This protection is enforced under the California Fair Employment and Housing Act (FEHA), which applies to employers with five or more employees.

It’s not just employers who must adhere to this law. Unions and labor organizations are also prohibited from discriminating based on age.

Even in instances of job termination, if you’re over 40, the law affords you special protections in severance agreements.

This law is a deliberate attempt to challenge stereotypes and preconceived ideas about individuals over 40. You’re deserving of equal opportunities based purely on your abilities, not your age.

Know your rights and don’t let age discrimination stand.

How can I determine if I’ve faced age-based discrimination?

Knowing whether you’ve been discriminated against because of your age can be tricky, but there are several telling signs you can watch out for.

– Firstly, you’re suddenly overlooked for promotions or significant projects, despite your consistent performance.

– Secondly, you’ve experienced unfair treatment or derogatory comments about your age from supervisors or colleagues.

– Thirdly, you’ve been laid off or dismissed and replaced by a significantly younger, less qualified individual.

– Lastly, your employer has enforced policies that disproportionately disadvantage older workers.

If these situations sound familiar, you might be a victim of age discrimination. Don’t suffer in silence. Gathering evidence, documenting instances, and consulting with an experienced employment attorney can prepare you to fight back against age discrimination.

Is it a good idea to complain to EEOC if I think I was treated unfairly because of my age?

If you’ve identified signs of age discrimination at your workplace, you might be wondering whether to file a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC enforces federal laws prohibiting age discrimination and can help you seek justice.

Pros Cons
Filing with the EEOC can offer federal protections.
The process can be time-consuming and complex.
The EEOC can mediate a resolution between you and your employer.
You might not obtain the full compensation you deserve.
You can still file a lawsuit if the EEOC doesn't resolve your complaint.
You must wait for the EEOC to issue a 'Right to Sue' letter before proceeding with a lawsuit.

You should weigh these factors and consult with a lawyer to make an informed decision about your situation.

Is it advisable to submit an age discrimination complaint to the EEOC?

After considering the pros and cons of filing a complaint with the EEOC, you may decide to take the next step and sue your employer for age discrimination in California. Rest assured, you have legal rights under the California Fair Employment and Housing Act (FEHA).

FEHA offers you safeguards, some of which include:

– Protection against age-based discrimination for individuals 40 years or older.

– The right to sue employers with five or more employees who discriminate based on age.

– The opportunity to seek compensation for damages, including monetary damages and punitive damages.

– Safeguards against retaliation for exposing discriminatory practices.

In an employment discrimination lawsuit in California – What are my damages?

When you win an age discrimination lawsuit in California, there are three main types of damages you can be awarded: monetary damages, punitive damages, and equitable remedies. Monetary damages include lost wages and benefits you should’ve received. Punitive damages are awarded when the employer’s conduct is particularly harmful or egregious, serving as a deterrent for future wrongful behavior. Equitable remedies may include reinstatement or promotion.

Type of Damages Description
Monetary Damages
Covers lost wages, benefits
Punitive Damages
Additional sum, for egregious behavior
Equitable Remedies
Non-monetary, like reinstatement

Can my employer terminate my employment for reporting age discrimination?

No, your boss can’t legally terminate you for reporting age discrimination in California, thanks to the strong retaliation protections under the Fair Employment and Housing Act (FEHA). If you believe you’ve been a victim of retaliation, you should gather evidence and consult an attorney.

Here are some essential points to remember:

– Under FEHA, retaliation includes any adverse employment action, such as demotion, pay cuts, or negative performance reviews.

– Reporting age discrimination is a protected activity, meaning you can’t be punished for it.

– If you’re fired after reporting age discrimination, it could be seen as retaliatory dismissal.

– Always consult with an attorney if you feel you’ve been unfairly treated due to retaliation.

Stand up for your rights without fear. California law is on your side.

Older Workers Benefit Protection Act: What is this?

While you’re taking a stand against age discrimination, it’s crucial to understand the Older Workers Benefit Protection Act (OWBPA) and how it safeguards your rights.

The OWBPA, enacted in 1990 as an amendment to the Age Discrimination in Employment Act (ADEA), provides certain protections to workers aged 40 and above. It ensures that you’re not deprived of your rightful benefits due to your age.

Additionally, it mandates that employers provide complete and clear information when you’re asked to waive your rights to sue for age discrimination, often during layoffs or settlements. You’re given at least 21 days to consider any agreement and 7 days to revoke after signing.

What is the Age Discrimination in Employment Act

Understanding the Age Discrimination in Employment Act (ADEA) is pivotal in your fight against age discrimination, as it’s the federal law specifically designed to protect workers aged 40 and older from age-based discrimination and bias in the workplace.

The ADEA prohibits employers from treating workers unfairly based on age in any aspect of employment, including hiring, firing, promotions, and compensation.

The law applies to employers with 20 or more employees, including federal, state, and local governments, as well as employment agencies and labor organizations.

Age can’t be a deciding factor when employers make decisions that affect the terms, conditions, or privileges of employment.

The ADEA also prohibits harassment of a person because of their age.

Get informed, stay protected, and assert your rights under the ADEA.

Frequently Asked Questions

Are There Specific Professions That Are Exempt From the Mandatory Retirement Prohibition Under Feha?

Yes, under FEHA, certain professions, like high-ranking executives or public safety personnel, may have mandatory retirement ages. However, these exemptions are rare and specific, so it’s important to consult an employment lawyer.

What Evidence Do I Need to Support My Age Discrimination Claim?

You’ll need evidence showing age was a factor in employment decisions, like hiring or firing. This could be discriminatory comments, policies disproportionately affecting older workers, or younger employees favored in similar positions.

What Are the Potential Outcomes of the Mediation Process in an Age Discrimination Case?

In mediation, you and your employer negotiate to reach a mutually agreeable resolution. This could involve financial compensation, reinstatement, policy changes, or an apology. You’re not guaranteed a win, but it’s often quicker and less stressful.

If I Miss the Deadline to File a Complaint With the CRD, Do I Lose All Options for Legal Action?

Missing the CRD filing deadline doesn’t necessarily mean you’ve lost all legal options. It’s critical to consult a lawyer, as other avenues like federal laws, might be available depending on your specific circumstances.

If I Experienced Age Discrimination at a Company With Less Than Five Employees, Do I Still Have Any Protections?

Even if your company has fewer than five employees, you’re still protected against age discrimination under federal law. So, you can file a complaint with the Equal Employment Opportunity Commission. Don’t let size deter you.


In conclusion, don’t let age discrimination stifle your career growth. California laws protect you from such unfair treatment. If you suspect age discrimination, file a complaint with the EEOC, and consider taking legal action.

Remember, your boss can’t retaliate against you for standing up for your rights. With knowledge of the Age Discrimination in Employment Act and the Older Workers Benefit Protection Act, you’re empowered to fight back.

Stand strong, you’re not alone.

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