We represented “Janet” on age-related discrimination in her workplace after she faced hostile comments and the eventual termination of her position.
Janet worked for a company for over 20 years. She was a stellar employee who never faced disciplinary action and received many positive reviews of her performance. Despite this, she was fired from her position for undisclosed business reasons only one month after a positive performance review. After firing Janet, the company hired a new employee to replace her, who was between 20-30 years younger than Janet.
Before Janet was fired, she faced many comments from her supervisor on her age and ability to work. He joked about her need for reading glasses and made inappropriate statements about her memory fading because she was getting older. He also routinely questioned if she was able to complete assignments because of her age, even though her performance reviews all reflected that she was an excellent worker. Beyond the hostile comments, Janet also lost out on opportunities because of her supervisor. He refused to let her attend certain training programs and meetings, in one case even telling her it was because she was too old. Additionally, he also refused to allow her to use a company car without explaining his reasons for doing so. He even went so far as to discredit a promotion she received, telling her that she wasn’t truly qualified for that position. Finally, this supervisor ended up personally firing Janet.
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We sent our initial demand letter explaining that the company would likely lose a lawsuit for age discrimination under the Minnesota Human Rights Act and the Age Discrimination in Employment Act. In response, the company denied any age discrimination or history of inappropriate comments regarding Janet’s age. However, after we sent a secondary letter highlighting even further how discriminatory they were in working with Janet, they agreed to settle for $223,000.
We were honored to represent Janet and advocate on her behalf because of the treatment she faced.
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