Employees who claim they were fired or didn’t get hired because of age discrimination don’t have to prove that the employee who was hired or retained was younger than age 40. Instead, they need only show that the other employee was at least seven years younger.
Recent case: George Evanoff was an executive who at 50 years old was terminated after his company’s owner died and the owner’s heirs took over.
He sued, alleging age discrimination. He said his job duties were spread out among several employees, some of whom were almost seven years younger, and one who was 19 years younger.
The court agreed that the case should go to a jury, and said that someone seven years younger qualified as “substantially younger” under Ohio’s age discrimination law. (Evanoff v. Banner Mattress Company, No. 3:07-CV-1754, ND OH, 2008)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/8431/small-age-difference-may-support-age-bias-claim "