Obtaining or maintaining a position at any age can be a momentous event for any employee in Minnesota and states across the nation. Due to the improving economy, some residents do not struggle trying to find adequate employment. While it might be easier to find a job these days, there are still hurdles and pitfalls when trying to find a well-paying job. For some, the individual's age might deter them from applying for some positions, but age should never be a factor in an employer's decision to hire or fire an employee. Age discrimination is a form of employment discrimination that not only prevents some potential employees from receiving a job, but it could also lead to wrongful termination.
In order to understand whether an individual is a victim of age discrimination, it is important to understand what forms this type of discrimination could take. First, age discrimination should be defined. While it is often described as treating either an applicant or an employee unfairly or less favorably due to their age, the Age Discrimination in Employment Act (ADEA) disallows discrimination against those individuals who are 40-years-old or older. This means that the Act does not cover those who are younger than 40. However, some states have implemented legislation aimed at protecting those under the age of 40 from discrimination as well.