Age discrimination can be a silent barrier for many job seekers in Ohio. Despite having a wealth of experience and skills, older candidates often face biases that substantially favor younger applicants.
This issue not only undermines the principles of fairness but also deprives employers of the diverse perspectives seasoned professionals bring to the table. Understanding the legal protections against age discrimination is crucial for job seekers who want to call out discriminatory hiring practices.
Ohio laws on age discrimination
State laws against age discrimination are outlined in the Ohio Revised Code, specifically Section 4112.02 and Section 4112.14. These statutes prohibit employers from discriminating against individuals aged 40 and older in hiring, firing or other employment practices.
Employers are required to evaluate candidates based on their qualifications and experience, rather than their age. Violations of these laws harm qualified candidates and can lead to legal consequences for employers.
Signs of age discrimination
Age discrimination can manifest in various ways when on the hunt for a job. Common examples include:
- Job postings that specify age preferences, subtly or overtly
- Interview questions about retirement plan or age-related issues
- Patterns of hiring younger candidates when older ones are equally qualified
Identifying the signs is the first step in addressing discrimination, allowing you to pursue a remedy that holds the employer accountable.
What you can do
If you suspect age discrimination during your job search, document the incidents and gather evidence, such as emails or job postings. With evidence in hand, you can file a complaint with the Ohio Civil Rights Commission. A legal representative can provide invaluable guidance in your quest to protect your employment rights.