Age Discrimination

Maryland Age Discrimination Attorney

Fighting For Those Who Have Experienced Discrimination Based on Their Age

At Melehy & Associates LLC, we understand the significant impact that age discrimination can have on your career and livelihood. That's why we are committed to providing comprehensive legal support for individuals who may be victims of age discrimination in the workplace.

Call Melehy & Associates LLC today at (301) 205-5276 or contact us online to schedule a consultation with our age discrimination lawyer in Maryland.

What is Age Discrimination?

Despite laws protecting workers from age-based prejudice, it remains a pervasive issue. Whether it's being overlooked for promotions, receiving unfair treatment or even losing employment due to age, this form of discrimination is unjust and illegal.

Age discrimination occurs when an employee or job applicant is treated unfavorably because of their age. The Age Discrimination in Employment Act (ADEA) specifically protects individuals who are 40 years of age or older from workplace discrimination.

Examples of Age Discrimination

Age discrimination can take many forms. Here are some common examples:

Hiring Practices: An employer might favor younger candidates over equally or more qualified older applicants. This can be evident in job postings that use terms like "recent graduate" or "energetic."
Promotions and Assignments: Older employees might be passed over for promotions or desirable assignments in favor of younger colleagues despite having similar or superior qualifications and experience.
Workplace Harassment: Older employees may face derogatory comments, jokes, or other types of harassment based on their age, creating a hostile work environment.
Training and Development: Employers might exclude older employees from training opportunities, making it harder for them to keep up with new skills and technologies.
Pay and Benefits: Age discrimination can also occur when older employees are denied raises or benefits that are provided to younger workers.
Layoffs and Terminations: Employers may disproportionately target older employees during layoffs or force them into early retirement to save on salary costs and benefits.

What Proof Do I Need in an Age Discrimination Case?

Proving age discrimination requires a strategic approach and the collection of compelling evidence. Here are key types of proof that can support an age discrimination claim:

Direct Evidence: Direct evidence includes explicit statements or documents that clearly show discriminatory intent based on age. For example, an email from a supervisor stating a preference for "younger, more dynamic employees" can serve as direct evidence.
Circumstantial Evidence: Circumstantial evidence involves a series of events or actions that, when considered together, suggest age discrimination. This might include a pattern of older employees being consistently overlooked for promotions or facing more stringent performance evaluations compared to younger employees.
Comparative Evidence: This type of evidence shows that younger employees were treated more favorably than older employees in similar situations. For instance, this disparity can be significant evidence if an older employee is terminated for a minor infraction while a younger employee commits a similar infraction without facing termination.
Statistical Evidence: In cases involving larger groups of employees, statistical evidence can demonstrate a trend of age discrimination. For example, if a company has a high percentage of older employees being laid off compared to their younger counterparts, this data can support an age discrimination claim.
Documentation and Records: Maintaining detailed records of your work performance, any instances of differential treatment, and communication with supervisors can be crucial. Performance reviews, emails, memos, and other documents can provide valuable context and support for your claim.
Witness Testimony: Colleagues who have witnessed discriminatory actions or comments can provide testimony to support your case. Their accounts can corroborate your experiences and add credibility to your claims.

Why Choose Us?

We have a team of experienced age discrimination attorneys who are dedicated to fighting for your rights. Based in Silver Spring, Melehy & Associates LLC has years of experience representing clients across various industries and professions.

No one should suffer the indignity and financial hardship that comes with being discriminated against because of their age. Our law firm possesses the knowledge and skills needed to effectively challenge such discriminatory practices in court.

Contact Our Age Discrimination Lawyer in Maryland Today

If you believe you've been a victim of workplace age discrimination, don't wait another moment. Reach out to us today at Melehy & Associates LLC - your trusted age discrimination lawyer

Contact Melehy & Associates LLC today to get started with our age discrimination attorney in Maryland.

$400,000 Whistleblower and False Claims Act Verdict
The law firm’s client was awarded more than $400,000 in this False Claims Act (fraud on the government) whistleblower retaliation litigation in federal court following a three week jury trial.
$300,000 Wage and Hour Verdict
The law firm received a judgement for $300,000 on behalf of 13 laborers, who performed carpentry work for the Superior Court for the District of Columbia.
$400,000 Veredicto de la Ley de Denunciantes y Reclamaciones Falsas
El cliente del bufete de abogados recibió más de $400,000 en esta Ley de Reclamaciones Falsas (fraude contra el gobierno) en un litigio de represalias de denunciantes en un tribunal federal luego de un juicio con jurado de tres semanas.
$300,000 Veredicto de horas y salarios
El bufete de abogados recibió una sentencia por $300,000 en nombre de 13 trabajadores que realizaban trabajos de carpintería para el Tribunal Superior del Distrito de Columbia.
$150,000 Discriminación por discapacidad, falta de acomodación y represalias
El bufete de abogados logró un acuerdo de aproximadamente $150,000 en nombre de una empleada federal cuyo empleador se negó a otorgarle una adaptación razonable de un acuerdo de trabajo desde casa.
$150,000 Disability Discrimination, Failure to Accommodate and Retaliation
The law firm achieved a settlement of approximately $150,000 on behalf of a federal employee whose employer refused to grant her a reasonable accommodation of a work-at-home agreement.

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