Looking for a Lawyer to Defend Your Rights Against Age Discrimination at Work?
At William Cooper Law, our age discrimination attorneys represent employees in California, New York, and Pennsylvania who have been targeted, marginalized, or mistreated due to their age. Age discrimination is not only unfair—it is illegal. Workers aged 40 and older are protected under federal and state laws, and our experienced legal team is here to assist when those protections are violated.
Whether you’ve been denied a job, passed over for a promotion, forced into retirement, or wrongfully terminated because of your age, William Cooper Law can help you assert your rights and pursue the justice you deserve. Start with a free consultation.
Understanding Age Discrimination in the Workplace
Age discrimination occurs when an employer treats an applicant or employee less favorably because of their age, most commonly affecting workers aged 40 and above. These unlawful practices can be subtle or overt and often manifest in hiring, job assignments, performance evaluations, promotions, layoffs, or terminations.
Common examples of age discrimination include:- Replacing older employees with younger, less-experienced workers.
- Targeting older workers during layoffs or reorganization efforts.
- Denying promotions to older employees despite superior qualifications.
- Making ageist comments or jokes in the workplace.
- Pressuring older employees to retire or accept less desirable roles.
- Refusing to hire a candidate because they are considered “overqualified.”
Age discrimination is often disguised as performance-related actions, business restructuring, or claims of “culture fit.” At William Cooper Law, we have the expertise to uncover the true motivations behind adverse employment decisions and present the facts clearly and effectively. Contact our skilled age discrimination attorneys today to discuss your situation and learn how we can help.
Federal and State Laws That Protect Against Age Discrimination
Federal and state laws protect employees aged 40 and older by prohibiting employers from making decisions based on age rather than merit. These laws are designed to prevent bias in hiring, promotions, layoffs, compensation, and other workplace conditions.
While federal protections apply nationwide, many states—including California, New York, and Pennsylvania—have enacted broader, more employee-friendly laws that offer additional safeguards.
Understanding the differences between these laws is critical when pursuing an age discrimination claim, as the available protections, procedures, and remedies can vary depending on your location.
At William Cooper Law, we help employees navigate federal and state legal frameworks to protect their rights, including the following:- Federal Protection: The Age Discrimination in Employment Act (ADEA)
The ADEA prohibits discrimination against workers aged 40 and older in all aspects of employment. It applies to employers with 20 or more employees and is enforced by the Equal Employment Opportunity Commission (EEOC). The ADEA also makes it unlawful to retaliate against someone who has filed an age discrimination complaint.
- New York State-Specific Protections
New York State’s Human Rights Law prohibits age discrimination in employment and applies to all employers, regardless of size. Additionally, New York City’s Human Rights Law provides even broader protections, making it illegal to discriminate based on age in hiring, compensation, promotions, and other workplace conditions.
- California State-Specific Protections
Under California’s Fair Employment and Housing Act (FEHA), employees aged 40 and older are protected from age discrimination. FEHA applies to employers with five or more employees and often provides broader protections than federal law. Additionally, California law requires employers to demonstrate that any adverse employment action was based on legitimate, non-age-related factors.
- Pennsylvania State-Specific Protections
The Pennsylvania Human Relations Act (PHRA) protects employees aged 40 and older from age-based discrimination. Employers with four or more employees are subject to this law. In addition, certain cities, including Philadelphia, have local ordinances that provide even broader protections for older workers.
Recognizing Signs of Age-Based Bias
Age discrimination can be difficult to detect, especially when employers use vague or coded language.
Some signs that your employer may be engaging in age bias include:- Repeated comments about retirement or being “too old to adapt.”
- Being excluded from important meetings, training sessions, or key projects.
- A pattern of older employees being replaced with younger workers.
- Sudden negative performance reviews without prior documented issues.
- Promotions awarded to younger, less qualified coworkers.
- Increased scrutiny or unfair criticism linked to age-related stereotypes.
If you recognize any of these situations, William Cooper Law can review the facts of your case and guide you on the best course of action, starting with a free consultation.
Filing an Age Discrimination Claim
Successfully pursuing an age discrimination claim often requires navigating complex legal procedures, including filing a charge with the appropriate agency. Depending on your state, this process may involve the EEOC, a state agency, or both.
The process generally includes:- Filing an administrative complaint: Submit a charge with the EEOC or your state agency.
- Participating in an investigation or mediation: Cooperate with the agency as they review your claim and explore resolution options.
- Receiving a Notice of Right to Sue: If the agency cannot resolve the matter, they will issue this notice allowing you to file a lawsuit.
- Filing a civil lawsuit: Initiate a lawsuit in court if necessary to seek legal remedies.
Each jurisdiction enforces strict deadlines for filing age discrimination claims, often as short as 180 to 300 days from the date of the discriminatory act. Consulting an experienced employment attorney promptly is essential to protect your rights.
How William Cooper Law Supports Age Discrimination Victims
At William Cooper Law, PC, we understand the personal and professional impact of age discrimination. Many of our clients have dedicated decades to their careers, only to be undervalued or pushed out due to stereotypes about aging. Our attorneys handle each case with respect, strategic insight, and a strong commitment to achieving results.
We help employees:- Document and report discrimination accurately and effectively.
- File claims with the appropriate agency.
- Negotiate fair and just settlements.
- Pursue litigation when necessary.
- Recover lost wages, benefits, emotional distress damages, and attorneys’ fees.
We also combat retaliation, which unfortunately can occur when employees speak up about workplace discrimination. If your employer has demoted, terminated, or harassed you after raising concerns, we can help protect your rights and hold them accountable.
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Contact William Cooper Law for Age Discrimination Representation
You shouldn’t be punished or pushed aside because of your age. If you’ve experienced age discrimination in California, New York, or Pennsylvania, you don’t have to face it alone. William Cooper Law will guide you through the legal process and ensure your voice is heard.
Contact William Cooper Law today for a confidential consultation with our experienced age discrimination attorneys. We’ll help you understand your rights and pursue the justice you deserve.
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