What to Do If You Have Experienced Age Discrimination in the Workplace
Many companies have policies regarding anti-discrimination and harassment, including age discrimination. They may have reporting requirements which require that you follow a certain channel of communication in reporting discrimination and harassment based on age. While you may be humiliated and as a result tempted to quit your job, in order to protect your rights in potential legal actions and the possible recovery of certain compensation, it may be best to stick it out, follow the reporting procedures and document your actions in writing. However, as a result of varying statutes of limitations for your possible ADEA or other age discrimination complaints under applicable local laws, contacting a discrimination attorney early on to discuss your concerns can be an important step in dealing with the situation.
Filing a claim with your employee for age discrimination or age-related harassment may result in additional mistreatment by your employer. The ADEA protects you from this retaliation. Under the ADEA, employers are prohibited from retaliating against an employee who engages in protected conduct. This includes complaining about age discrimination, filing a claim, and/or testifying, assisting, or participating in an investigation, proceeding, or hearing pursuant to the ADEA. As a result of the 2008 U.S. Supreme Court decision in Gomez-Perez v. Potter, federal workers who experience retaliation as a result of reporting age discrimination under the ADEA can sue for damages.