Are You in the Healthcare Field?

Find Out How We Can Help »
[et_social_follow icon_style="slide" icon_shape="rectangle" icons_location="top" col_number="1" outer_color="dark"]
Millions Recovered For Our Clients No Fees Unless We Win

Ageism at Work Prominent in the United States

April 14th, 2020

A recent study found that charges related to age discrimination in the workplace doubled from 1990 to 2017. This targeted employees who were 65 years old and older. This is a surprising fact given that the Age Discrimination in Employment Act (ADEA) prohibits discrimination against employees who are aged 40 years and older. Age discrimination can take many forms, involving:

  • Recruitment and hiring: If applicants are not chosen for a job because of their age, it is a form of discrimination.
  • On-the-job bias: This occurs when older workers have fewer opportunities for training, advancements, rewards, or they are subjected to harassment on the job. 
  • Termination: This occurs when older workers are targeted for layoffs or are encouraged to retire. 

Problems with EEOC

Critics of the Equal Employment Opportunity Commission (EEOC), the federal agency that is charged with investigating cases of workplace discrimination, have argued that the agency is not adequately addressing a majority of discrimination cases. The EEOC can either attempt to resolve the matter amicably or choose to litigate the case on the claimant’s behalf. Often, the agency will attempt to get a class of litigants to show a pattern of age discrimination. Over the years, the agency’s priorities have shifted as cultural practices and attitudes have changed.  Some wonder if age discrimination has fallen further down the list of the agency’s highest priorities. 

AARP Defends Older Workers

The AARP, a nonprofit organization that represents the interests of Americans who are aged 45 years and older, points out that older workers have a wealth of knowledge in their fields. Many older workers are still performing at the same level as those many years younger than them. Employers should judge the individual and not the person’s age. 

AARP also points out that the federal government itself, which houses the EEOC, has inherent age biases in certain job requirements. For example, certain federal law enforcement officers must retire at 47 years old, and air traffic controllers must retire at 56 years old. If a private sector employer sees these types of federal rules withstanding legal challenges, they may choose to impose similar rules as well. Whether private industries should be held to a different standard should be considered. 

Philadelphia Employment Discrimination Lawyers at Sidney L. Gold & Associates, P.C. Advocate for the Rights of Older Workers

If you believe you were discriminated against at work, it is best to speak to one of our experienced lawyers today. Our Philadelphia employment discrimination lawyers at Sidney L. Gold & Associates, P.C. can evaluate your particular situation with the evidence available and provide advice on the next steps. To schedule a free consultation, contact us online or call us at 215-569-1999. Located in Philadelphia, Pennsylvania and Pennsauken, New Jersey, we represent discriminated workers throughout southeastern Pennsylvania and South Jersey, including Wilkes-Barre, Scranton, northeast Philadelphia, Bucks County, Chester County, Delaware County, and Montgomery County.

EMPLOYMENT LAW PRACTICE AREAS
View All Practices
Sidney L. Gold SuperLawyer 16 years
Top Rated Lawyers Legal Leaders
ASLA 2019 badge
ATA Lifetime
BBB Rating
Best Lawyers Award Badge
Best Lawyers Award Badge
Institute Visionary Circle Badge
Best Employment lawyers in Philadelphia
2019 American Trail Lawyers badge
Lead Counsel Rated
life time achievement
million dollar advocates badge
AV Peer Review Rated
Philly Happening
Top one badge
Silver Client Champion Award 2020
super lawyers badge
Bar Register 2021
Bar Register 2021 Seal
Elite Lawyer Badge
NAOATTY 2021 Distinguished Member Badge
MH Preeminent
Sid Gold Judicial Edition 2022
Sid Gold 2022-Bar Register Preeminent Lawyers
Sid Gold Client Champion 2022

As Seen On

avvo lawyers.com Martindale Justia FindLaw
© 2022 Sidney L. Gold and Associates, P.C. All rights reserved. [ Site Map | Privacy Policy ]

Attorney Advertising Materials. Sidney L. Gold is responsible for the content of this website. This website is designed for general information only. The information presented at this site should not be construed to be formal legal advice nor the formation of a lawyer/client relationship.

Website Accessibility: Sidney L. Gold & Associates P.C. is committed to ensuring digital accessibility for people with disabilities. We are continually working to improve the accessibility of all content on our website and applying the relevant accessibility standards.

* The awards and accolades displayed on this website were issued to the attorneys, or the entire law firm by the respective providers of these honors. They are as follows, Avvo Inc., Super Lawyers®, Martindale Hubbell Peer Review Rated, ASLA Top 100 Lawyers, Million Dollar Advocates Forum, Legal Leaders Top Rated Lawyers, Bar Register Preeminent Lawyer, Happening List Winner, BBB Accredited Business, National Association of Distinguished Counsel Top 1 Percent, America's Top 100 Attorneys, The Employee Rights Advocacy Institute for law and policy, Best Lawyers, Lead Counsel Rated, Top Employment Lawyers in Philadelphia, Association of American Trial Lawyers Top 100 and Martindale Hubbell Client Champion Silver. No aspect of these advertisements have been approved by the Supreme Court of New Jersey.