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Examples of Age Discrimination in California: Real-Life Cases

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Are you a victim of age discrimination? At times, proving age discrimination can be difficult, so it's important to know that this type of workplace discrimination can impact employees in a variety of ways. Age discrimination can take the form of disciplinary action, a negative performance review, denial of a promotion, termination, and much more.

Under the Age Discrimination in Employment Act of 1967 (ADEA), employers have a legal obligation to stop discrimination and retaliation based on age. But even though it's unlawful for your employer to subject you to age discrimination, it can still occur.

The following California EEOC age discrimination cases will help you discover what age discrimination entails, and how Californians just like you fought against their employers for unlawful behaviors with the help of expert employment attorneys.

examples-age-discrimination-california-real-cases.jpg

Are you a victim of age discrimination? At times, proving age discrimination can be difficult, so it's important to know that this type of workplace discrimination can impact employees in a variety of ways. Age discrimination can take the form of disciplinary action, a negative performance review, denial of a promotion, termination, and much more.

Under the Age Discrimination in Employment Act of 1967 (ADEA), employers have a legal obligation to stop discrimination and retaliation based on age. But even though it's unlawful for your employer to subject you to age discrimination, it can still occur.

The following California EEOC age discrimination cases will help you discover what age discrimination entails, and how Californians just like you fought against their employers for unlawful behaviors with the help of expert employment attorneys.

Examples of Age Discrimination: EEOC Cases

Guardsmark Settles Harassment Suit with EEOC

SAN JOSE, CA - The EEOC obtained $25,000 for an East Indian security guard who was harassed at work due to his age and national origin. Guardsmark, a security firm, violated federal law when a co-worker repeatedly harassed the East Indian employee and ignored the employee's reports of age discrimination, harassment, and retaliated against him with an involuntary transfer.

"I am glad I reported my case to the EEOC and glad to put this behind me," the former security guard stated. "I hope my case will help others understand that an employer has an obligation to ensure a workplace free of harassment."

"When complaints are not met with an immediate response, an employee may believe that a safe workplace is not a priority for management," said Regional Attorney William Tamayo.

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Brandman University to Pay $38,000 to Settle EEOC Retaliation Suit

SAN FRANCISCO, CA - Private educational institution, Brandman University, agreed to pay $38,000 to resolve an age retaliation and discrimination lawsuit by the EEOC.

The suit filed in 2011 alleged that Fairfield campus Program Manager David Branham faced retaliation by being disciplined and given additional responsibilities at work in 2007 and 2008. This happened after he raised complaints that older workers faced age discrimination. The EEOC also charged that Branham, age 64, had been forced to retire early as a result of the negative treatment.

Michael Baldonado, EEOC San Francisco District Director stated, "Retaliation charges continue to make up a significant part of the EEOC's workload. That shows that the EEOC still needs to continue litigation and outreach efforts to ensure employers understand that retaliation is illegal and only makes a bad situation worse."

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Trinity Protection Services Sued By EEOC For Age And Sex Discrimination

SACRAMENTO, CA - Trinity Protection Services, a Maryland-based security firm, violated federal law by favoring younger females and dismissing older males for armed security guard positions in Sacramento.

Trinity discharged William Clark, age 73, along with three other men and three women because of their scores on an arms requalification suit. However, the male officers were told to wait six months before taking the test again, but the female officers were asked approximately a month later to return earlier. The ages of the men ranged from 66 to 73, while the women were 28, 29 and 50. Trinity stated that it brought the younger women back because they were hurting for employees. But the EEOC's investigation found that Trinity did not invite the older men to reapply, which constituted age discrimination.

"I had worked at the same job with other federal contractors since 1990 and never had a problem," said Clark. "When Trinity took over the contract, they apparently decided to push out the older male workers in favor of younger females. I am glad that the EEOC recognized this injustice and is taking the case forward."

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EZ Trip Settles EEOC Age Bias Suit for Refusal to Hire Qualified Older Job Applicants

FRESNO, CA - The EEOC settled an age discrimination lawsuit against Timeless Investments, Inc. that was doing business as an EZ Trip Golden State Convenience and Auto/Truck Plaza. The suit alleged that older applicants were passed over for cashier positions in favor of younger candidates.

These allegations date back to 2004 when a group of older job seekers in their 60s applied for cashier positions at the EZ Trip Golden State convenience store in Fresno. The EEOC alleged that the older applicants were instructed to write their ages on the top corners of their employment applications. The younger applicants were not asked to do the same. The older applicants were then denied employment in favor of those aged 35 and younger.

Melissa Barrios, of the EEOC's Fresno Local Office stated, "Older candidates often have a level of work and life experience that can be extremely valuable to prospective employers. Employers need to check their own biases and concentrate on seeking the best qualified candidate for the job at hand, irrespective of age."

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Chapman University Sued for Retaliation

SAN FRANCISCO, CA - Chapman University violated federal law when it retaliated against a college counselor who testified to witnessing age discrimination during an internal investigation.

During the investigation, former Fairfield campus counselor, David Branham, confirmed that he heard the campus director make ageist comments about a co-worker. Upon reporting this, Branham suffered from retaliation by the Vice Chancellor and the director to the point where he felt he needed to quit.

"I never imagined being forced to retire early from a job I loved. But when I spoke up against ageist remarks made against a co-worker, I became the target of retaliation. Within four months, I was suddenly written up without justification," said Branham, who was 64 at the time he left his job. "I had worked for Chapman for three years and had never received a write-up before. I am so glad that the EEOC investigated my case."

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You should never have to worry about age discrimination at work. Our California age discrimination attorneys will fight for your rights and the financial compensation you deserve. Contact us today for a free consultation.

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