It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on age or for filing an age discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADEA.
The ADEA applies to employers with 20 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.
This act provides substantial and adequate support for people 40 years or older when finding a new employer.
In the case of Reeves v. Sanderson Plumbing Products, Inc., 120 S.Ct. 2097 (June 12, 2000) - In this ADEA wrongful termination action, the Supreme Court holds that a prima facie case plus evidence of pretext will be sufficient to create a jury question in most cases. This means that there has to be some evidence of age discrimination in the work place.
Legal standards in the United States court systems revolve around the ADEA, prima facie, and sufficient evidence regarding age discrimination cases. With these in hands and sufficient evidence in most cases the employee will win and be awarded either monetary damages or will come to an agreement with the employer. In my opinion the ADEA is the single most important factor in the court room, as this provides the rights to the individual filing suit.
Prevelance.
Age discimination is a very real problem in the court system, on average 15,000-19,000 suits are filed each year, with around 50% being dismissed. (EEOC) Internationally age discrimination is prevelant in many countries, including France, Holland, the Netherlands, and Great Britain. Great Britain created and innacted many laws around discrimination in the 1970's, and both America and Great Britain are seen as harbringers of law revolving around this subject. The EEOC of America and the EOC of Great Britain are the forebearers of equal employment, regarding age, sex, or race.
