The employees who are the oldest in their workplace within their particular job group or job description, be it mid-level management, upper-level executive, and even vice-presidents, frequently have their work evaluated far more harshly than their younger counterparts, in the employer’s effort to pressure them to resign. Particularly after the older employee’s years of loyal service expanding the company’s profits, the employer’s sudden downturn of their assessment of their work, makes them undervalued and taken for granted. The frustration these older employees experience may cause them to just resign rather than be further humiliated. The younger replacement workers frequently have a starting salary that exceeds that of the more experienced, older long-term workers whom they replaced.
Don’t Sit on Your Rights
If you are a worker who is being forced out of your job, you should contact this office today for a free consultation. I have represented older employees who were pushed out of jobs because of their age and was successful in recovering financial compensation for their emotional pain and suffering and moneys for lost wages, both for past lost wages and projected future lost wages. If you think you are being pushed out of your job because of your age, you should contact this office immediately for a free consultation.
Nascent Artificial Intelligence Technology
With the rapidly evolving and nascent artificial intelligence technology used by employers to evaluate the performance of their workers, there is a risk of adverse consequences for employees with certain legally protected characteristics, such as age and disability, and these persons may be unfairly targeted based upon a discriminatory misconception that they are less productive because of their age or disability.
Ruse performance evaluations may result, where their work is harshly criticized, and employed by exploitive employers to establish a paper trail in the employees’ internal file, to create a bogus reason to eventually fire the employee should they be unsuccessful in efforts to coerce the employee into resigning. Age discrimination cases are on the rise, and employers attempt to preemptively build a defense strategy, should they be subsequently sued for age discrimination.
Quality of the Employee’s Work Has Absolutely Nothing to Do with the Reason the Employer Wants to Terminate the Older Worker
Too frequently, the quality of the employee’s work has absolutely nothing to do with the reason the employer wants to terminate the older worker. They merely want to replace him/her with a younger worker due to a misguided belief that younger and/or disabled workers will naturally be more productive. Age bias is extremely prevalent and this form of discrimination can impact any level worker, long-term employees and upper-level managers are sometimes shocked to be judged poorly on a written performance evaluation when they know their performance has not in fact dropped in quality or work-product quantity. That not only did their work rise to a level that constantly meets management’s expectations, but that it met all goals and exceeded their employers’ legitimate expectations.
If You Quit Your Job, You May Lose Right to Prevail in a Lawsuit.
In many instances of discrimination, if you quit your job, you may lose right to prevail in a lawsuit unless you first take certain legally required measures to preserve your job while you are still employed. If you are thinking of handing in a resignation letter, or think you will be fired (or have already been terminated), you should contact this office immediately for a free consultation to discuss your options.
What You Can Do.
If you believe that your employer used age as the determining factor as to who to keep and who to let go, it is important that you consult with an attorney who is experienced in age discrimination. I am an aggressive and compassionate employment law attorney who is experienced in representing older workers. If you are being subjected to such unlawful workplace discrimination, contact Hope A. Lang, Attorney at Law today for a free consultation.I accept discrimination and whistleblower cases from all over New Jersey and have locations in Southern, Central and Northern NJ to meet with clients.
Hope A. Lang, Attorney at Law represents workers throughout the entire state, including Hackensack, Jersey City, Newark, Irvington, Orange, East Orange, Trenton, Paterson, Montclair, Elizabeth, North Brunswick, Cherry Hill, Vineland, Union, Plainfield, Hamilton Township, Lakewood, Edison, Parsippany-Troy Hills, Franklin, Lakewood, and every NJ County, including Bergen, Hudson, Middlesex, Essex, Monmouth, Somerset, Ocean, Union, Camden, Passaic, Morris, Gloucester, Atlantic, Burlington, Camden Counties.