Age discrimination can be subtle, but it’s a serious issue in hiring. Many older job seekers face unfair treatment based on their age.
While some hiring practices may seem routine, they could be illegal under Texas and federal law. Below are some key points that warrant consideration.
Examples of age bias
Some hiring practices may discourage or exclude older applicants. For example:
- Job listings with age-limiting language: Phrases like “recent graduate” or “energetic team” may suggest a preference for younger candidates.
- Asking for graduation dates: While not always illegal, this can be used to estimate an applicant’s age and unfairly impact hiring decisions.
- Rejecting overqualified candidates: Employers sometimes use this as an excuse to avoid hiring older applicants.
- Targeted job ads: Some online job ads only appear for younger users, potentially excluding older job seekers from opportunities.
Is age discrimination illegal in Texas?
The Age Discrimination in Employment Act (ADEA) protects workers 40 and older from unfair hiring practices nationwide. Texas law also prohibits age discrimination in hiring, promotions and terminations. However, Texas state law applies only to employers with at least 15 employees.
Protections for job applicants
Filing a complaint with the Equal Employment Opportunity Commission (EEOC) or the Texas Workforce Commission (TWC) is one way to challenge age discrimination. These agencies investigate claims and take action against employers who violate the law.
Documenting the discrimination is vital. Keep copies of job postings, emails, and interview notes to strengthen your case. If you have been discriminated against based on your age or any other protected characteristics, you may be able to claim compensation for lost opportunities.
If you believe that you have been denied a job based on your age or have been subject to other workplace age discrimination, it may help to seek legal guidance.