In this era of technology, companies have become youth-driven and strive to be foster a “younger,” or more “youthful” workforce, thereby pushing their more experienced and older workforce out. In so doing, companies look to replace their older employees with younger, cheaper employees. Fortunately, California has many protections to prevent age discrimination. So, if you feel like you have been discriminated against due to your age, consult with labor attorneys in Los Angeles to determine if you have a case.

California’s age discrimination laws

If you are 40 years old or greater and have been treated differently due to your age, you may have a claim for age discrimination against your employer. You do not necessarily have to be terminated to have an age discrimination claim. Demotions, retaliations, or other adverse employment actions may qualify. It is best to consult your local labor attorney in Los Angeles.

An incredibly important reason to contact a labor attorney in Los Angeles is that the laws frequently change or adjust depending on your government’s individual representatives. An attorney will have up-to-date knowledge about the current regulations and laws.

Compensation for your mistreatment and discrimination can take many forms.

The most common is monetary compensation, which can include back-pay for lost wages and estimated future lost wages. Depending on the circumstance, you may be eligible for punitive damages or monetary compensation for emotional distress. If you were passed over for training or education courses, you may be eligible for those as well, or even for any other out-of-pocket expenses you incurred as a result, which may include your attorney’s fees. Many attorneys offer complimentary case evaluations, so your labor attorney in Los Angeles will be able to evaluate the situation to determine your case’s viability.

How do you know it’s worth calling a lawyer over your situation?

It’s not likely that an employer will walk up and terminate you and cite your age if they know that it’s illegal to do so. Employers will often cite circumstances in the company at large, like “downsizing” or “restructuring.” Sometimes, they will cite budget concerns, especially in the case of “reducing staff,” when they hire a lower-paid and younger worker in your place. It would definitely be beneficial to call a labor attorney in Los Angeles, if this situation takes place.

Law can be complicated, but you have rights. Talk to labor lawyers to determine what your rights are and if your situation is actionable. Click here for more information.