The Age Discrimination Settlements in Employment Act ADEA had been specifically designed to prevent as well as protect employees above the age of 40 years from discrimination in the workplace. Via this law, it is illegal to discriminate against these employees in various matters of employment. It is illegal for the concerned employer to also retaliate against the individual who is pursuing any claims of age discrimination Settlements against the employer.
Some states also have broader laws that cover businesses or companies with fewer employees. All of this holds true unless age is actually a genuine qualification for that particular position. Many companies who have been dragged into court on age discrimination settlements allegations choose to settle these claims. A settlement is one way of compensation the employee. Compensatory damages pay victims for out-of-pocket expenses caused by the discrimination such as costs associated with a job search or medical expenses and compensate them for any emotional harm suffered such as mental anguish, inconvenience, or loss of enjoyment of life.
Punitive damages may be awarded to punish an employer who has committed an especially malicious or reckless act of discrimination. There are limits on the amount of compensatory and punitive damages a person can recover. These limits vary depending on the size of the employer:.
In cases involving intentional age discrimination, or in cases involving intentional sex-based wage discrimination under the Equal Pay Act, victims cannot recover either compensatory or punitive damages, but may be entitled to "liquidated damages. It is important to know the most common employment claims so you can protect your company against them. Retaliation has become the top reasons for discrimination lawsuits, higher than even racial discrimination.
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