Age-Based Discrimination Retaliation Lawsuits

Under the Age Discrimination in Employment Act of 1967, or ADEA, workers who are 40-years and older cannot be treated differently because of their age in many major policies and decisions. This law also adds protection for these employees if they want to bring legal action against their employers or decide to assist with an existing litigation. This right is established by ADEA’s protections for employees against employer retaliation.

In the law, older employees are granted the right to be treated fairly in many basic practices. However, they are also granted the right to be protected from retaliatory actions from an employer if they choose to defend their legal right to workplace fairness. An employer is not allowed to interfere or treat an employee differently because they are pursuing a discrimination complaint against that employer.

In addition to offering protection against basic litigation following discrimination, an employee is granted protective rights against retaliation if they themselves are not filing the claim, but only helping with the litigation. Being a part of an investigation or providing testimony in court is protected under ADEA’s anti-discriminatory standards. In fact, an employee is free to provide assistance with any participatory role in the lawsuit without the fear of employer retaliation.

If you have been treated wrongly by an employer due to your age, there may be legal action available against that discriminatory employer. To discuss the protections afforded under ADEA’s standards and how these rights apply to your claim, contact the Houston age-based discrimination lawyers of the Ross Law Group today at 713-482-6910.