Age discrimination has no place at a company, and hospitals are no exception. A recent lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC) highlights how prevalent age discrimination can be and that workers have rights worth protecting.
It was announced that Montrose Memorial Hospital will pay $400,000 and furnish other relief to settle an age discrimination lawsuit.
Harsh judgment for deficiencies, ageist comments
The EEOC suit said Montrose violated federal law when 29 employees aged 40 and older were fired or forced to resign. These employees were supposedly fired for “performance deficiencies,” for which younger employees were treated more leniently.
Hospital managers were also accused of making ageist comments, including that younger nurses could “dance around the older nurses” and that they preferred younger and “fresher” nurses.
ADEA protects older workers
For over 50 years, the Age Discrimination in Employment Act of 1967 (ADEA) has protected certain applicants and employees who are aged 40 years or older from discrimination on the basis of their age. It applies to private employers with 20 or more employees, state and local governments, employment agencies, labor organizations and the federal government.
Employees are protected under the ADEA from discrimination with respect to any term, condition or privilege of employment, including:
- Job assignments
- The right to not be subject to harassment
Workers who experience discrimination based on their age have the right to advocate for themselves if their employer violates the law. An employment attorney can offer comprehensive representation for employees who are seeking full damages for discrimination.