WEBVTT

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You call that succession planning?

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A lateral move!

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Tami, you know what this is all about.

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What are you saying?

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You guys are moving me out of
my job that I can do perfectly well

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so you can put that twenty-
something kid -- in MY spot.

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Everyone deserves a chance to learn
and grow and you both have

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- the same qualifications.
- Give me a break!

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This is about putting the old
guy out to pasture.

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I know you're upset...

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Upset?

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Come on, look at me...

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I'm 52! I'm no spring chicken...

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and now I gotta do a job I did
over 10 years ago.

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Oh

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This makes sense.

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That's why my last
review was so poor.

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You guys want me to quit.

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It shouldn't surprise you that
making employment decisions

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because you think an employee is too
old can get you into a lot of trouble.

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Anyone who is 40 years or older
is protected from discrimination

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and harassment based on their age

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by the federal Age Discrimination
in Employment Act.

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Your state's law may even provide
coverage for younger employees.

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It's important to understand that
persons within the protected class

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can harass and discriminate against
people who belong to the protected class.

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For instance,

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a 60-year-old can unlawfully harass and
discriminate against other 60-year-olds,

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the same way that a 20-year-old
can unlawfully harass

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or discriminate against
a 60-year-old worker.

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The same is true for any
protected class status,

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not just age.

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The bottom line here?

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If you target someone for negative
treatment because of their age -

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sooner or later, you're going to end up
defending yourself to your employer,

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to an opposing attorney,
a government agency,

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or even a judge or jury.