In Ohio, the sting of age discrimination is a pervasive issue that impacts many workers, from the factory floors of Cleveland to the corporate offices of Columbus.
It is not just tech hubs like Silicon Valley where seasoned employees face biases that undermine their contributions and career longevity. For many Ohioans, this discrimination translates to missed promotions, forced early retirement and a constant battle against stereotypes and ageism.
Examples of age discrimination
This form of discrimination can manifest in various insidious ways. For instance, an employee in their late 50s might be overlooked for a promotion despite having more experience and qualifications than a younger coworker.
Similarly, older employees may be excluded from projects due to an assumption that they are not up-to-date with current trends. In extreme cases, companies might push them towards retirement or try to force resignation.
Remedies under Ohio and federal law
The law offers protections against age discrimination. Under the federal Age Discrimination in Employment Act (ADEA), it is illegal for employers to discriminate against workers age 40 and over.
Ohio law similarly provides protection through the Ohio Civil Rights Act, which prohibits age discrimination in hiring, firing and other employment decisions.
Victims of age discrimination can file complaints with the Equal Employment Opportunity Commission (EEOC) or the Ohio Civil Rights Commission (OCRC). These agencies can investigate claims, mediate disputes and take legal action if necessary. Additionally, affected employees may be entitled to remedies such as reinstatement, back pay and compensation for damages.
To take full advantage of the law and the potential remedies, consider having someone who understands workplace discrimination guide your case.