Indianapolis Age Discrimination

Age Discrimination Attorney in Indianapolis

Fighting For Those Who Have Experienced Discrimination Based on Their Age in Indiana

At Biesecker Dutkanych & Macer, LLC, we believe every employee deserves to be treated fairly and with respect, regardless of age. Our dedicated team of age discrimination attorneys in Evansville is committed to protecting the rights of older workers who have experienced unfair treatment due to their age.

With broad experience in Employment Law, our lawyers have the knowledge needed to handle complex cases involving age discrimination. We follow federal laws such as the Age Discrimination in Employment Act (ADEA) along with state-specific employment laws that protect workers from discrimination based on age.

We stay current on local developments, including how Indiana’s Civil Rights Law and the Indiana Civil Rights Commission (ICRC) impact age discrimination claims. Our team regularly serves clients working for major Indianapolis employers in industries like healthcare, technology, and manufacturing. We draw from regional experience to address the distinct challenges that workers in Indianapolis face when they assert their rights on the job.

Fight For Your Rights Against Unfair Treatment

If you've been denied a job opportunity or promotion, laid off unfairly, or faced a hostile work environment because of your age, our experienced lawyers help you seek justice and pursue compensation for your losses. We advocate for our clients at every step in the legal process.

Get in touch with a qualified Indianapolis age discrimination attorney at Biesecker Dutkanych & Macer, LLC. Complete our online form or 317-537-9920 .

How Age Discrimination Claims Work in Indianapolis

In Indianapolis, employees who encounter age discrimination can file a complaint with the Indiana Civil Rights Commission (ICRC) or the Equal Employment Opportunity Commission (EEOC). These agencies use clear procedures to investigate or resolve complaints. When you contact our team, we guide you through the process and help you make informed decisions each step of the way.

Indiana law sets strict deadlines for filing a complaint, so acting soon preserves your options. If initial investigations or mediation through the ICRC or EEOC do not resolve your complaint, your case may move forward in court. As attorneys focused on employment law, we explain the differences between federal and state law, what each agency expects, and how these factors shape potential outcomes. Our strategies reflect regional trends, industry practices across Indianapolis, and our experience working with local employers, helping you approach your claim with confidence. Get in touch with a skilled age discrimination lawyer in Indianapolis as soon as possible.

Examples of Age Discrimination

Some common examples include:

Hiring Practices: Employers might favor younger candidates over older, equally or more qualified candidates, either by explicitly stating a preference for a “recent graduate” or by subtly excluding older applicants.
Promotion and Advancement: Older employees might be overlooked for promotions or professional development opportunities in favor of younger employees, despite having more experience or a longer tenure with the company.
Job Assignments: Assigning less desirable tasks or shifting responsibilities away from older employees can be a form of age discrimination, especially if these changes reduce opportunities or pay.
Harassment: Age-based harassment can include derogatory comments, jokes, or insults aimed at an employee’s age. This behavior can create a hostile work environment and contribute to a broader pattern of discrimination.
Termination or Forced Retirement: Employers might force older workers to retire or terminate them under the guise of “restructuring” or “downsizing,” disproportionately targeting older employees.
Negative Performance Reviews: Employers might unfairly criticize an older employee’s performance as a pretext for demotion, denying a raise, or termination, often without a legitimate reason.

In Indianapolis, some companies have faced scrutiny for age-based layoffs during restructuring, especially in industries such as advanced manufacturing and tech. Both state and federal law require clear documentation for employment decisions, and the Indiana Civil Rights Commission gives local employees an avenue to seek fair treatment. Knowing these regulations provides workers in Marion County and the surrounding areas more ways to hold employers accountable if their rights have been violated.

When Interviewing, Can An Employer Ask About My Age?

During a job interview, employers are generally discouraged from asking about an applicant's age. Such questions may be seen as discriminatory because age should not affect hiring decisions. Federal law protects people age 40 or older against age-based employment discrimination, including in the hiring process.

There are rare cases where age may be a bona fide occupational qualification, but employers must use caution. Employers should focus on an applicant's credentials, work experience, and ability to do the job rather than asking about age. This approach ensures that employment decisions are based on merit and lowers the risk of age discrimination claims.

What Proof Do I Need in an Age Discrimination Case?

Here are some key elements that can be used as proof in an age discrimination case:

Direct Evidence: Direct evidence includes explicit statements or actions by an employer that clearly indicate age as the reason for the discriminatory action. This could be a remark like, “We need someone younger for this role,” or an email suggesting that the company should target younger candidates.
Circumstantial Evidence: Circumstantial evidence involves showing that an employer’s actions disproportionately affected older employees or that the employer’s stated reason for the action is a pretext for discrimination. For example, if an older employee is terminated and replaced by a significantly younger person with less experience, it may suggest age discrimination.
Comparative Evidence: This involves comparing the treatment of older employees with that of younger employees in similar situations. If younger employees are being promoted, assigned more favorable tasks, or retained while older employees are not, this could indicate discrimination.
Statistical Evidence: Statistical data showing a pattern of adverse actions against older employees within a company can be powerful evidence. If a company has a history of terminating employees over a certain age or disproportionately hiring younger workers, it could support an age discrimination claim.
Documentation and Records: Keeping thorough records of your job performance, performance reviews, communications with supervisors, and any incidents that suggest discrimination is crucial. This documentation can help build a case by demonstrating inconsistencies or discriminatory patterns.
Witness Testimony: Colleagues who have witnessed discriminatory practices or overheard ageist remarks from supervisors or management can provide valuable testimony to support your case.

Collecting evidence often includes gathering emails, company memos, or internal reports that show a pattern of age-related treatment. In Indianapolis, complaints may need to follow specific filing steps required by the Indiana Civil Rights Commission. Reporting deadlines can be strict, so documenting events promptly can make your case stronger. Our attorneys help clients navigate this process and ensure that all evidence supports state and local requirements in Indianapolis age discrimination cases.

Remedies and Outcomes Available in Age Discrimination Cases

If you experience age discrimination at work in Indianapolis, you may have options for a legal remedy that can make a difference. The results of these cases depend on the facts and on how state or federal agencies resolve the complaint. Typical remedies might include reinstatement to your job, recovery of lost wages and benefits, or changes to company practices. Sometimes, courts or commissions require employers to revise policies to prevent future discrimination.

The potential for compensation and other relief depends on whether your case is resolved with the Indiana Civil Rights Commission, the Equal Employment Opportunity Commission, or the courts. Both state and federal laws aim to restore your rights without granting unfair advantage. We focus on helping you understand what to expect so you can make informed decisions—whether that means returning to your job, receiving back pay, or negotiating a resolution with your employer. Request a consultation with a seasoned age discrimination attorney in Indianapolis today.

Act fast to connect with an experienced age discrimination attorney in Indianapolis. Use our online form to begin right away.

FAQs

What is the time limit for filing an age discrimination claim in Indiana?

Indiana law requires employees to report age discrimination within 180 days of the alleged incident for the Indiana Civil Rights Commission. For federal complaints with the EEOC, you have up to 300 days. Acting quickly protects your right to pursue a claim.

Does age discrimination law protect workers under 40?

No, the Age Discrimination in Employment Act (ADEA) and Indiana state law cover workers who are 40 years old or older. Employees under 40 do not receive legal protection for age-based discrimination under these laws.

Can I file a complaint against a government employer in Indianapolis?

Yes, you can file age discrimination complaints against public employers, just as you would for private companies. Local and state government workers must follow the same agency complaint process described for other workers in Indianapolis.

Contact Our Age Discrimination Attorney in Indianapolis Today

Experiencing age discrimination in the workplace can be devastating. It is detrimental to employees' careers and well-being. At Biesecker Dutkanych & Macer, LLC, our committed team of Indianapolis employment attorneys stands ready to provide the customized attention that only a small, close-knit practice like ours can offer. We are honored to be recognized by respected organizations such as Super Lawyers and Martindale-Hubbell, which attests to our dedication to excellence.

Our team draws on decades of employment law experience helping people in central Indiana resolve workplace disputes. We know how local employers and agencies like the Indiana Civil Rights Commission handle these cases, so we anticipate the challenges unique to the Indianapolis job market. Throughout the process, we keep clients informed and supported, whether working with government offices or large employers downtown and throughout the metro area.

We are here to help you through the legal complexity, seek justice, and promote a more inclusive workplace for all. If you face age discrimination at your workplace, reach out for help.

Contact Biesecker Dutkanych & Macer, LLC online or call (888) 424-9253 for a thorough review and professional representation in your case with our Indianapolis age discrimination lawyers.

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