Superiors and peers can exhibit age discrimination in various ways. While all the reasons are different to the discriminator, the behavior and conduct is wrong and illegal. In our years bringing cases to court and to judgments in favor of our clients, we’ve seen a lot of discriminatory behavior, which may be evidence that is persuasive in court. 

• Inappropriate remarks, unwanted comments on appearance in regards to age, harassing statements, unwelcome jokes, derisive comments on the pace or “slowness” of the worker, comments about technological proficiency, and/or frequent asking when they are going to retire.
• Hiring younger workers almost exclusively.
• A younger employee replacing an older one, especially with lower qualifications. This can also occur to pay the younger employee less money, which is still age discrimination.
• Younger employees enjoying and receiving promotions, career opportunities, better work conditions, higher pay raises, other workplace benefits, and other preferential treatment.
• Older workers being excluded from meetings, training sessions, and other growth opportunities within the company.
• Evidence of a loss of duties, hours, pay, and any other tasks/assignments.
• In layoffs, older employees being the vast majority of the workforce reduction.
• Evidence of policies or practices that affect older employees differently and disparately.