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The California Fair Employment and Housing Act (FEHA) and the Age Discrimination in Employment Act (ADEA) both prohibit employment discrimination based on an applicant or employee’s age. Some companies look for ways to replace older, higher-paid employees with younger staff who will often work longer hours and take on fewer responsibilities for lower pay. However, this often violates the rights of older employees, and those over age 40 have protections against age discrimination.
You might think that you have an age discrimination claim, but how do you prove it? It can be more challenging than you think, as employers have many ways they try to cover up discriminatory practices. Always discuss your situation with California employment law attorneys as soon as possible.
To prove your employer engaged in unlawful age discrimination, you must prove the following:
Proving that you experienced an adverse employment decision is generally straightforward, as there should be a human resources paper trail. If it involves harassment or something less concrete, you should keep careful notes and records of all communications that occurred.
The more challenging part is proving that the employment decision was due to your age. Generally, your employer will give another – lawful – reason for the decision. For instance, if you were terminated, your employer might state it is part of standard layoffs due to budgets or restructuring. However, such layoffs often tend to target older employees who might have an age discrimination claim.
To prove your claim, you need more than your opinion that your employer was discriminatory. The right employment lawyer can review your situation and advise what types of evidence they can use to prove your claim. Such evidence can include:
The evidence you need will differ depending on the circumstances of your case. What is most important is to discuss concerns with an attorney early on so that you know what type of information and documents to retain to prove your claim.
If you suffered unlawful age discrimination, you should be entitled to legal relief, including damages for lost income and benefits or even reinstatement to your position following wrongful termination. The legal team at Mara Law Firm is ready to help assess your rights and options, so please contact us for more information.
David Mara, founder of Mara Law Firm, PC, is a California employment attorney specializing in wage and hour law and representing injured civilians under U.S. defense contracts. He has recovered tens of millions for workers and contributed to landmark cases like Brinker Restaurant Corp. v. Superior Court. A member of multiple legal organizations, he also shapes California labor laws through legislative reviews. Mara holds a B.A. from San Diego State University and a J.D. from California Western School of Law and is admitted to practice in various federal courts.
At Mara Law Firm, we are dedicated to fiercely advocating for workers who have faced wage theft, violations of California labor laws, or injuries sustained under a U.S. Defense Contract. With decades of experience, our attorneys provide personalized, confidential, and no-cost consultations to ensure the best outcomes for our clients. We bring unmatched expertise to protect your interests and fight relentlessly to secure the compensation you deserve, guiding you through every step of the legal process to uphold your rights and deliver the relief you need.
This page has been written, edited, and reviewed by a team of legal writers following our comprehensive editorial guidelines. This page was approved by attorney David Mara who has more than 20 years of legal experience in employment law.
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