We live in a more progressive and accepting era than we were just a few decades ago. Yet, members of the LGBTQ+ community still face discrimination and harassment at work because of their sexual orientation or gender identity. Such harsh and harmful treatment is unacceptable and must stop. Ending this
Age discrimination is prohibited by federal law. More precisely, the Age Discrimination in Employment Act (ADEA) states an employer cannot discriminate against any employee or job applicant over the age of 40 “with respect to his [or her] compensation, terms, conditions, or privileges of employment,” solely on account of age. The
Size can make a difference when it comes to certain forms of employment discrimination. That is to say, the size of a given employer–i.e., how many people work for the company–often determines whether or not a particular employment discrimination law applies to the firm and its employees. For example, the federal
New York State and New York City both provide legal protections for workers that meet–and often exceed–the provisions of federal civil rights law. In order to take advantage of state and city laws, you must demonstrate that the New York courts have “subject matter jurisdiction” over your claim. Among other
Although employment figures have been strong over the past few months, a rising tide does not necessarily lift all boats. Older workers, in particular, continue to face an uphill struggle when it comes to finding work or simply retaining their current jobs. Although the federal government banned age discrimination 50 years ago,
New York employers need to tread carefully when it comes to soliciting information regarding the ages of job applicants. In some industries–notably technology–there is often a demonstrable bias in favor of hiring younger workers. Federal and state anti-discrimination laws do not recognize such biases as legitimate grounds for making employment decisions. IT
Age discrimination is illegal when the victims are workers or job applicants ages 40 and over. It is important to distinguish illegal acts of age discrimination from employment policies that merely disfavor older workers in practice. Not every such policy is illegal. The burden is on the plaintiff making a claim
Do Targeted Job Ads Violate Age Discrimination Laws? Employment discrimination often starts with the advertisements employers use to attract potential employees. For example, if a company posts help wanted ad seeking “young” applicants for a position, that would probably constitute illegal age discrimination. State and federal laws expressly protect workers ages 40
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