Age Discrimination Claims Lawyers in Pennsylvania

Understanding Age Discrimination in Pennsylvania

Age discrimination occurs when an employee or job applicant is treated unfavorably because of their age. The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals who are 40 years of age or older from employment discrimination based on age.  

In addition, Pennsylvania has state laws that prohibit age discrimination in employment. The primary law governing this issue is the Pennsylvania Human Relations Act (PHRA), which protects individuals from discrimination based on age among other protected categories such as race, color, religious creed, ancestry, sex, national origin, and disability. 

While these protections are crucial, it also means that employers must be diligent in ensuring their practices do not inadvertently violate these laws. 

Common Age Discrimination Claims in Pennsylvania

Employers may face age discrimination claims related to various aspects of employment, including: 

• Hiring Practices: Claims may arise if it is perceived that older candidates are being systematically excluded or younger candidates are being favored. 
• Promotion and Advancement: Employees may allege age discrimination if they believe they have been overlooked for promotions in favor of younger colleagues. 
• Harassment: Employers can be held accountable for a work environment where age-related harassment occurs, including derogatory comments or jokes. 
• Job Assignments: Claims may stem from allegations that older employees are assigned less desirable tasks or have their responsibilities reduced. 
• Training Opportunities: Denial of access to training programs based on age can lead to discrimination claims. 
• Termination: Employers may face claims if older employees are terminated under circumstances suggesting age bias. 

How Sherr Law Group Can Help 

At Sherr Law Group, we understand the importance of safeguarding your business from age discrimination claims. Our skilled attorneys are adept at navigating the intricacies of employment law and are dedicated to providing robust defense strategies for employers.  

We begin with a comprehensive assessment of your situation to understand the specifics of the claim and identify potential defenses. Our attorneys provide strong legal representation during investigations, negotiations, and court proceedings, ensuring your business interests are vigorously defended.  

We assist in gathering and presenting evidence that supports your case, including documentation, witness statements, and other relevant information. Additionally, we offer ongoing advisory services to help you implement best practices and policies to prevent future discrimination claims. 

Proactive Measures for Employers 

Preventing age discrimination claims requires a proactive approach. Here are some steps employers can take to mitigate risks: 

• Develop Clear Policies: Ensure that your company’s anti-discrimination policies are clearly articulated and communicated to all employees. 
• Training: Provide regular training for managers and employees on age discrimination laws and appropriate workplace behavior. 
• Fair Hiring Practices: Implement unbiased hiring practices that focus on qualifications and experience rather than age. 
• Performance Reviews: Conduct regular performance reviews based on objective criteria to avoid claims of biased evaluations. 
• Address Complaints Promptly: Take all discrimination complaints seriously and address them promptly to prevent escalation.