Age Discrimination in Employment Act

In 1967, the federal government passed the Age Discrimination in Employment Act to protect an aging workforce from employment discrimination. Prior to this law, there were no uniform legal protections offered by the federal government to workers as they grew older. With the law in place, employers are not permitted to use age as a factor in the hiring process, when considering promotions or increases in salary, or as a deciding factor in determining lay-offs.

To discuss your legal options if an employer has treated you unfairly because of your age, contact the Houston employment attorneys of the Ross Law Group today by calling 713-482-6910.

Understanding When the Law Applies

As with many employment laws, there are certain requirements that must be met before the ADEA can be applied. These requirements are largely put into place to reduce some of the potential conflicts the law’s regulations could produce as well as to allow more leeway with small businesses. The Age Discrimination in Employment Act applies to:

• Employers with 20 or more employees
• Employers completing interstate transactions
• American employees working in American companies, even when abroad

The law includes some important exemptions. In particular, ADEA rules may not apply in certain specialized industries, such as modeling and acting. Known as bona fide occupational qualifications, an employer may be permitted to hire or fire when an elderly employee clearly does not fit the job requirements or poses a distinct risk to the safety of the public.

Contact Us

If an employer has discriminated against you because of your age, they may be in violation of the Age Discrimination in Employment Act. For more information regarding your legal rights as an employee, contact the Houston employment lawyers of the Ross Law Group at 713-482-6910 today.