In a recent suit filed against DGMB/Resorts Casino and Hotel in Atlantic City, a former Vice President for Human Resources claims that he was unlawfully and wrongfully terminated due to age discrimination as defined by the Age Discrimination in Employment Act (ADEA) and the New Jersey Law against Discrimination (NJLAD).
The plaintiff holds a Master’s degree in Business Administration and had 23 years experience working in the field of human resources. Moreover, the terminated employee also possesses over 31 years experience working in the casino industry when he was fired and immediately replaced by a non-degreed, much younger female with less than two years’ experience in the field of human resources. The former employee is being represented by Philadelphia employment lawyer, Valerie Weisman, an associate at the Philadelphia labor law firm of Sidney L. Gold & Associates, P.C.
According to the suit, the plaintiff claims that after his immediate supervisor died, he attended a meeting regarding workforce reduction with his new supervisor and the supervisor’s assistant. Upon review of a document identifying the ages of past and present employees, the supervisor and his assistant both told the plaintiff that they had not realized that he was, “that old,” when referring to his 65 years of age. The plaintiff claims that the supervisor began a “campaign of discrimination” against him following his statement at that meeting.
The plaintiff also states that the employer refrained from terminating individuals that would offer favorable witness when called to testify in pending litigation brought by other employees claiming wrongful termination. As the Vice President of Human Resources, the plaintiff was called to testify regarding his involvement in the wrongful termination lawsuits that had been pending. Not long after he testified, he was suddenly fired for what his supervisor deemed unenthusiastic participation at an employee pep rally where he failed to distribute tee shirts to those in attendance. Since this was the first ever disciplinary incident filed against the plaintiff during his three years of employment with Resorts Casino and Hotel, and given the minor nature of the claim, the plaintiff maintains that his termination was solely based on his age.
Upon his termination, the plaintiff was offered a severance package worth far more than any other terminated employee contingent upon him waiving his right to bring suit against DGMB/Resorts Casino and Hotel. He refused to sign the waiver and continues in his pursuit of punitive and compensatory damages that include back wages, front wages, interest, loss of benefit value, loss of future earning power, emotional distress, humiliation, and loss of self-esteem.
Philadelphia Employment Law Firm Successfully Represents Clients Wrongfully Terminated due to Discrimination
Philadelphia employment lawyers of Sidney L. Gold & Associates have built a solid reputation for successfully representing victims of employment discrimination and wrongful termination in the workplace. Individuals who have been fired, demoted, refused promotion or treated unfairly due to their age, sex, gender identification, religion, race, national origin, or disability may be entitled to compensation under federal laws against discrimination. If you or someone you know has experienced discriminatory action on the job, contact the highly skilled and experienced employment lawyers in Philadelphia at Sidney L. Gold & Associates at 215-569-1999, or complete our online contact form to schedule a consultation today.