Age discrimination can happen to workers in almost any type of career. In a recent example, a former 49ers stadium announcer is alleging he was fired due to his age. He has filed a lawsuit against the team over allegations of age discrimination.
The former announcer had worked for the 49ers since 1984, and at 66 years old, was called into a meeting and fired. Allegations against the team suggest he was told his position ‘no longer existed’ and that the 49ers were moving in a ‘different direction’. A much younger replacement was hired soon after his departure.
The lawsuit claims the announcer was fired because the 49ers are attempting to rebrand the team as ‘young and technologically-driven’ to attract fans from Silicon Valley.
Whether or not the 49ers football team is guilty of age discrimination will be up to the courts. However, similar scenarios are not uncommon. Older workers are finding their positions no longer exist, all while being replaced by younger workers.
Age Discrimination as Defined by the EEOC
The Equal Employment Opportunity Commission (EEOC) defines age discrimination as treating a worker or applicant differently because of his or her age. However, the Age Discrimination in Employment Act (ADEA) is even more specific. The ADEA forbids age discrimination against workers and applicants 40 years and older for public and private employers with more than 20 employees.
Victims of age discrimination may face harassment to the point where workplaces become hostile. They may also be fired, given less favorable job assignments, denied promotions or paid less based on their age. The ADEA and the EEOC prohibit these actions.
Victims of age discrimination should immediately recover as much evidence of wrongdoing as possible, file a claim with the EEOC and contact an employment law attorney to explore additional legal options.
The Los Angeles employment law attorneys at Kesluk, Silverstein, Jacob & Morrison, P.C. can help workers hurt by age discrimination hold their employers accountable.