Telecommunications giant AT&T is facing an age discrimination lawsuit after a fired worker accused the company of engaging in practices that result in the forcing out of older employees. The company claims that the employee was terminated because she forged documents regarding personal time off, but the employee denies this, claiming her termination was a retaliatory action due to a complaint she filed against her union.
This is not the first time AT&T has been faced with allegations of age discrimination against employees. In 2013, the company paid a $250,000 settlement to a woman who was fired after 16 years of service. In this woman’s case, AT&T chose to retain young, lower-performing sales coach managers, prompting the 53-year-old employee to seek damages against the company.
How Old Does One Have to Be to be Protected by the ADEA?Texas Labor Code Chapter 21 (Chapter 21) and the Age Discrimination in Employment Act (ADEA) forbid discrimination against people who are age 40 or older. If AT&T is found to have engaged in age discrimination, the woman could receive injunctive relief, compensation for lost wages, and rewards for mental distress and to cover the costs of attorney and court fees.
Additionally, this employee could seek damages due to wrongful termination. If her firing was retaliatory, as she asserts, then AT&T broke the law in firing her. Companies are not allowed to fire employees for exercising their rights, which include the right to complain to her union. If something similar has happened to you, you should know that there are lawyers out there who specialize in defending victims of workplace discrimination. A skilled Dallas employment law attorney could significantly boost your chances of receiving compensation for discrimination.
Atkerson Law – Dallas Employment Attorney
Did You Know? Age discrimination claims have been on the rise since 1997, when 15,785 reports were filed. In 2013, 21,396 claims were recorded.