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“Chris Strianese was invaluable at a time when it appeared my options were limited and the likelihood of a satisfactory resolution seemed practically impossible. His calm and empathetic demeanor offered emotional succor to myself and my family. His response time was exceptional and his guidance/knowledge was remarkable throughout my entire case. I am eternally grateful for his service and I hereby recommend Mr. Strianese without reservation.”
“Chris was wonderful to work with and made me feel at ease. As I am sure most clients feel when facing possible litigation, I was anxious, frustrated and overwhelmed. He was professional and thoroughly answered all of my questions. His knowledge of the law and ability to set realistic expectations was crucial during a time when it would have been easy to feel powerless. And even though we were dealing with this situation during the holidays, Chris was always responsive. I would confidently recommend Strianese Huckert and Chris Strianese.”
“Highly recommend Strianese Huckert! I spoke to a couple of other lawyers about my case but once I spoke to Tamara, I knew she understood me and had my back. She was very responsive to all my questions and concerns. Her and Chris both gave me excellent advice regarding my case. I was very pleased with how my case turned out.”
“My experience with Chris and his firm was exceptional. He was responsive and answered my inquiries with professionalism, careful consideration and provided follow up to provide me with comfort when dealing with a difficult situation. He never spoke from the hip but was diligent in his review of my situation and advised me with reasonable explanations and background. I have dealt with many lawyers both personal and professional and I would recommend Chris without hesitation.”
“Strianese Huckert put my mind at ease by responding timely and providing straight-forward legal advice that I could understand. Had an emergency employee legal situation and I emailed Strianese Huckert in a panic. This was my first time needing an employment lawyer. Tamara Huckert took the time to provide enough direction that same day to put my mind at ease. Strianese Huckert ultimately helped my business navigate the entire legal situation by being present, supportive and knowledgeable.”
Plus years representing employees
Charlotte Age Discrimination Lawyer
Age discrimination occurs when an employee is treated adversely by their employer because of their age. Generally, the Age Discrimination in Employment Act protects employees who are over 40 years of age. Among other things, employees can be discriminated against on the basis of their age in employment decisions (e.g., hiring, firing, promotion), workplace rules, compensation, and in the existence of a non-threatening work environment. Employers are also prohibited from treating older workers differently in performance reviews or in the setting of goals and metrics as compared to younger employees in similarly situated positions.
Identifying age discrimination is sometimes difficult. After all, employers are free to hire who they want, and sometimes younger employees are more qualified. The fact that an older worker has suffered an adverse employment decision is not proof, by itself, of age discrimination. For help determining whether you have a case, contact our law firm today.
Signs You Have Suffered Discrimination
Unless an employer flat-out admits that they are treating you differently due to your age, we need to rely on other, circumstantial evidence to prove age discrimination. If you notice any of the following, you might have been a victim:
- You are fired even though you had good performance evaluations and were replaced with someone younger.
- Your boss keeps asking you when you plan to retire or asks questions about your health.
- Your employer constantly talks about trying to make the company seem “hipper” or more “digital savvy,” which are often euphemisms for hiring younger people and clearing out the older workers.
- An employer asks your age during an interview or wants to know when you graduated high school or college, which are ways of finding out the same information.
We see many instances of age discrimination occur in the context of “reorganizations” and “reductions in force.” Employers can use these otherwise lawful structural changes as a way to terminate older workers by “reorganizing” them out of their job. We have a great deal of experience analyzing these types of structural changes to evaluate whether they target or unduly burden older workers. If you have been the victim of age discrimination, we encourage you to contact us.
Age Related Harassment
It is unlawful to use age as the criteria to determine which employees to hire, or fire, or how to pay employees. It is also unlawful to harass employees based on their age by making offensive remarks, engaging in stereotyping, or allowing a hostile or intimidating working environment.
Bringing a harassment claim is complicated, however, because a key legal question is whether the workplace was sufficiently hostile, abusive, or intimidating. For example, one stray comment about your age will probably not be enough to make the workplace harassing. However, multiple comments could be.
Also, the law looks at what a “reasonable” person would find offensive. It is important for those with “thin skins” to realize that not every statement made about age is offensive to the typical person.
Still, if you hear jokes, slurs, or offensive remarks about people based on their age, you might have a legal claim. Never assume that the conduct is too minor to warrant meeting with an attorney.
An interesting wrinkle of harassment law is that you do not have to be the focus of the hostile remarks to sue. If colleagues are making statements about someone else, your own workplace experience could nevertheless be negatively affected. Contact a Charlotte age discrimination attorney to review whether you have a valid age harassment claim.
Compensation for Age Discrimination
Our clients can qualify for compensation to make up for the discrimination. For example, many of our clients have qualified for some or all of the following:
Someone laid off could receive the wages they could have earned had they continued to be employed.
Sometimes, the discrimination affects a client’s career going forward, in which case they could receive front pay damages.
Terminated employees also lose out on benefits, such as health insurance and retirement. Our clients have sometimes qualified for those.
Our clients have been awarded their attorneys’ fees in cases in which they were successful. This increases the amount our clients take home.
To fully understand the benefits our clients can receive, they should consult with an attorney.
Call Our Charlotte Age Discrimination Attorney Today
No one should suffer from age-related bias. When it harms your career, you do have legal rights. Please contact Strianese Huckert, LLP to learn more about how you can fight back.