The primary law in place to stop employers from discriminating against employees because of their age is the Age Discrimination in Employment Act of 1967 (ADEA). If successful in an ADEA lawsuit, a plaintiff can recover several types of damages, as illustrated by a recent age discrimination case. But before we get to that case, let’s take a quick look at the ADEA.
The Age Discrimination in Employment Act of 1967
The ADEA is a federal law that protects employees from age discrimination at work. But it doesn’t apply to everyone. The affected employee must be 40 years of age or older and work for an employer with 20 or more employees. But the ADEA’s mandates apply to all government employers, regardless of size.
Some jurisdictions, like Washington, D.C., have their own age discrimination laws. These often go further than the ADEA and apply to smaller employers and/or younger employees. However, for many employees enduring age discrimination, the ADEA will be their primary source of legal relief.
Cannada v. Old Dominion Brush Company, Inc.
According to his complaint, Warren Cannada (Cannada) began working for Old Dominion Brush Company, Inc. (ODB) in August 1988. In 2017 Alamo Group Inc. (Alamo) purchased ODB and made ODB its subsidiary.
When Alamo purchased ODB, Cannada worked as a Welding Supervisor. Cannada claims that until Alamo bought ODB, he had a clean disciplinary record, with no write-ups for performance issues or rule violations. Yet Cannada was fired on November...
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