Age discrimination in the workplace is pervasive, and Schaefer Halleen age discrimination attorneys are devoted to challenging this discrimination successfully whenever we are retained by older workers who have been treated unfairly.
The Experience that Comes with Age Should be Valued, Not Penalized
Schaefer Halleen age discrimination lawyers in Minneapolis understand how difficult it often is to either retain employment after age 40, or to find new employment opportunities when you are an older, experienced worker. Long-tenured, experienced employees should be an employer’s most valuable resource, yet instead, often because of the increased costs associated with these employees, they become targets for excessive and unjustified performance scrutiny, and are often subject to termination, without regard to their loyalty and strong contributions over the years. Furthermore, older employees seeking new opportunities are often viewed by prospective employers as either “overqualified” because of past experience and salary expectations, or too costly because benefits eligibility or potential proximity to retirement.
Our Minneapolis Attorneys Know: Unfairness Toward Older Workers is Often Age Discrimination
The circumstances described above are often a “proxy” for age discrimination. Furthermore, there is sometimes “direct” evidence of age bias, either through comments about the need to hire younger employees (i.e., “we need to attract millennial employees”), the disadvantage of older worker (i.e., “can’t teach an old dog new tricks”) or excessive questions about when an older, experienced employee may be considering retirement.
When an older employee is subject to discipline or adverse action in the workplace, up to and often culminating in termination, or an older worker can’t find a position despite overwhelming qualifications, this is likely the product of age bias. Finding the right Minneapolis workplace discrimination attorney is a critical step in standing up for your rights.
Schaefer Halleen Lawyers Have the Experience Necessary to Prove Age Discrimination
The Schaefer Halleen Minneapolis age discrimination lawyers know how to “fit” the evidence in these circumstances into the elements necessary to successfully prosecute an age discrimination claim. Our advocacy for age discrimination clients can often result in either a successfully prosecuted case, or negotiations before litigation begins that provide real transition benefits to our age discrimination clients.
The Minneapolis age discrimination attorneys at Schaefer Halleen also know how to develop the evidence of a pattern of age discrimination throughout an organization, often developing critical and admissible “me-too” evidence in support of establishing age discrimination. This can be often the difference in successfully proving these cases.
We also know how to prove that the reason(s) offered by the employer are actually an excuse covering an age motivated bias (which the law calls “pretext). There are many ways to do this in litigation, and the Schaefer Halleen age discrimination lawyers are proficient in every one of these areas.
The Age Discrimination in Employment Act (“ADEA”), the federal statute that protects employees over the age of 40 from discrimination in the workplace, will turn 50 later this year. Under the ADEA...
By Lawrence P. Schaefer | I’m very privileged to have been asked by Minnesota Lawyer’s Mutual to facilitate a panel discussion on July 16th on “implicit bias,” where vignettes involving indulg...
Schaefer Halleen founder and CEO Larry Schaefer moderated and led a panel discussion on “Cutting Edge ADEA Issues in Litigation” at the May 19-20 Annual Upper Midwest Employment Law Institute in S...