如何打好職場年齡歧視反擊戰
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????你是否覺得因為年齡的緣故丟了飯碗？或是你正在為此而擔驚受怕？其實，有相同經歷的大有人在。 ????美國平等就業機會委員會（Equal Employment Opportunity Commission）報告稱，過去幾年，有關年齡歧視的訴訟數量有所增加，從2006年的16,548起（占所有訴訟數量的21.8%）增加到2009年的22,778起（占所有訴訟數量的24.4%）。 ????但美國退休者協會（AARP）資深律師勞麗?麥卡恩卻認為，在經濟困難時期，這個數字只不過是“冰山一角”。她表示，許多人并沒有提出申訴，原因在于“很難找到證據”；而2009年美國最高法院（Supreme Court）就“格羅斯起訴FBL金融服務公司（FBL Financial Services, Inc.）”一案的判決則使年齡歧視的申訴更加困難?！咀罡叻ㄔ号袥Q，與依據其他反歧視法提出索賠的原告相比，依據《反就業年齡歧視法》（Age Discrimination in Employment Act）提起年齡歧視控訴的原告應遵守更嚴格的舉證標準?！?/p> ????麥卡恩表示，許多人通常認為，與其投入資金和精力把工作爭取回來，不如另謀出路。對于個人來說，的確格外困難。不過，如果碰到了集體裁員，“就要利用數量上的優勢，集中財力和人力，并尋求律師的幫助。如果是個人面對這種情況，則只能依靠個人的堅強意志了?！?/p> 未雨綢繆 ????麥卡恩表示，與其等到被辭退了再去提起申訴，不如馬上采取措施，保護自己的權利。 ????“充分利用各種培訓，尤其是計算機技術方面的培訓。要確保自己不會落伍。保持專業素養，甚至包括著裝和發型?！?/p> ????麥卡恩表示，如果近期未得到上司的反饋，員工應該主動提出要求?！叭绻纤緵]有如實 [對你的績效做出評估]，那你應該追問他：‘您認為我有什么地方需要改進嗎？’這樣就可以迫使他們對你做出真實的反饋了?！?/p> ????萬一有一天真鬧到了法庭上，員工之前的努力就會收到回報。麥卡恩認為，“如果原告在被辭退之前，一直廣受好評”，那么不論法官還是陪審團，都不會贊許此類訴訟。 ????此外，讓老板明白，員工了解自己的權利，這并不會帶來什么損失。如果員工對所謂不公平待遇或歧視性言論感到擔憂，可以與經理或人事部溝通。麥卡恩表示，要讓他們明確一點，那就是“我是不會忍氣吞聲的?！?/p> 提起申訴之前的功課 ????如果員工認為有必要針對年齡歧視提起申訴，首先必須考慮下列幾個數字。首先，ADEA禁止對40歲及以上的員工進行年齡歧視。（部分州級法律甚至降低了年齡限制。）其次，公司的規模是否達到20人或20人以上？因為ADEA不適用于更小規模的企業。 ????若公司進行集體裁員或連續裁員，則員工可搜尋統計資料，為索賠提供支持。來自紐約的律師埃里克?M?尼爾森表示，在這種情況下，《高齡職工福利保護法案》（the Older Worker Benefit Protection Act， ADEA修訂案）規定，雇主“必須為被辭退的員工提供必要信息，幫助員工確定此次裁員中高齡職工的比例是否過大。這將迫使雇主……[明確]哪些員工是因為年齡原因被辭退的。” ????另外，還有一種比較可靠的方法：整理有利于訴訟的細節。律師兼作家羅莉?B?拉塞斯表示，很少會有確鑿的證據，但是肯定會有一些微妙的跡象，證明歧視是的確存在的。 ????她表示：“切記，需要關注的因素不僅僅是年齡本身，還包括與年齡相關的其他因素。如果公司說你經驗太豐富，或者[說]你掙得太多了，可能都與年齡有關。” ????拉塞斯著有《雇傭法：雇主與雇員指南——聘用、管理及解雇》（Employment Law: A Guide to Hiring, Managing and Firing for Employers and Employees）一書。她建議，當員工認為自己成為裁員目標時，便應著手寫日志。“這樣，便可以擁有詳細的事例。否則，等到被辭退時，一切都太晚了。” ????但是，一定要保證此類日志僅限于個人記錄。她還提醒，一定不要違反法律?！耙欢ú灰涗浌镜氖虑椋驈墓靖`取數據?！?/p> ????老板通常會說，之所以辭退某個人，是因為一些績效方面的原因，而埃里克?尼爾森卻認為，這恰恰是對原告有利的證據。 ????尼爾森表示：“高齡員工往往長期擔任某一職務。我的意思是：‘他不可能在某天早上醒來，突然忘記了該如何工作。這說明，老板多年來一直都很認可他的工作表現?！?/p> ????在失去工作后，要打贏年齡歧視官司是很難的；而要在因為年齡歧視未被錄用而提起的訴訟中獲勝，則是難上加難。 ????拉塞斯表示：“這種官司更難打。而且，通常也沒有什么價值。因為，原告的投入并不多?！?/p> ????尼爾森表示，對于求職落榜的案件，一個很大的問題是“找工作的人大多數都沒有提出訴訟的資源?！绷硗庖粋€問題是，他們并沒有在公司的歷史記錄可以呈交給陪審團。 ????他表示，不論是哪一種有關年齡歧視的訴訟，難點都在于“要想證明自己受到了歧視，就得向法庭揭示解雇你的人、或沒有聘用你的人他們內心的真實想法。” ????無論如何，這都不是一件容易的事。 |
????If you think your age has cost you your job -- or fear it might -- you have plenty of company. ????The Equal Employment Opportunity Commission (EEOC) reports that the number of age discrimination charges has increased over the past few years, rising from 16,548 charges (21.8% of all claims) in 2006 to 22,778 (24.4% of all claims) in 2009. ????But that's just "the tip of the iceberg" in this tough economy, says Laurie McCann, senior attorney for AARP. Many people don't file complaints, she says, because age discrimination is "incredibly hard to prove" and a 2009 Supreme Court decision, Gross v. FBL Financial Services, Inc., has made it even harder. (The court decided that plaintiffs claiming that they were victims of age discrimination under the federal Age Discrimination in Employment Act should be held to a more stringent standard of proof than plaintiffs pursuing claims under other anti-discrimination laws.) ????Many often decide that their financial and emotional resources are better spent looking for another job than fighting to get their old one back, McCann says. It's especially difficult for individuals. With a group layoff, "there is strength in numbers. People can pool their money and work together to make phone calls and interview attorneys. With an individual, it takes a strong, determined person." Taking preemptive measures ????Instead of waiting until you're laid off and filing a complaint, it may be better to protect yourself sooner, says McCann. ????"Take advantage of any sort of training, especially in computer skills and technology. Make sure you're not getting behind. Maintain your professionalism, down to your dress and hairstyle." ????And, if you haven't gotten feedback from your manager recently, you should seek it out, McCann says. "If your manager is glossing over [your performance appraisal] ask, 'Are there any areas where you think I should look to improve?' Force them to give you some sort of feedback." ????That can pay off in the courtroom (if it comes to that) because she says neither judges nor juries "look favorably" on cases "where someone has had glowing reviews up until they were terminated." ????It also doesn't hurt to let your employer know that you're aware of your rights. Talk to your manager or someone in the HR department if you are worried about what you consider unfair practices or discriminatory comments. Let them know "I'm not going to go quietly," says McCann. Before you file a complaint ????If you do feel the need to file an age discrimination complaint, you should consider some numbers first. First, the ADEA forbids age discrimination against people who are age 40 or older. (Some states have laws that also protect younger workers.) Second, does the company have 20 or more employees? The ADEA does not apply to smaller firms. ????If you were included in a group layoff, or series of layoffs, at your company, you may be able to find statistical evidence that supports your claim. In such cases, the Older Worker Benefit Protection Act, an amendment to the ADEA, requires employers "to supply people who are in the position of being let go with information so they can determine whether the layoffs are falling disproportionately on older workers. It makes the employer … [specify] who is getting laid off by age," says New York attorney Eric M. Nelson. ????Compiling anecdotal evidence that supports your case is another solid approach. There's rarely a smoking gun, says attorney and author Lori B. Rassas, but there may be subtle indications of discrimination. ????"Keep in mind, it's not just age, but age-related factors. Saying you have too much experience could be age related. Or, [saying] that you make too much money," she says. ????Rassas, who is the author of Employment Law: A Guide to Hiring, Managing and Firing for Employers and Employees, recommends starting a journal as soon as you believe you are being targeted. "You want to have specific examples. When you get fired, it's too late." ????But make sure your journal is a personal account. Don't overstep legal bounds, she adds. "You don't want to be recording things, or stealing" data from the company. ????Employers frequently say that they fired someone for performance-related reasons and that's where Eric Nelson sees an advantage for the plaintiff. ????"With older workers, you're dealing with people who have been in a position for a longer period of time," says Nelson. "I'll say, 'He didn't just wake up one morning and forget how to do his job. The employer found his performance okay for years.'" ????As hard as it is to win an age discrimination case after you've lost a job, claiming that you weren't hired for a job because of age discrimination is even more difficult. ????"It's harder to do," Rassas says, and usually "it's not worth it. The person doesn't have as much invested." ????A big problem with failure-to-hire cases, Nelson says, is that "most people who are looking for work don't have the resources to litigate." Another is that they don't have a track record at the company to present to the jury. ????With either type of age discrimination claim, the difficulty is that "proving you were discriminated against means showing what's in the mind of the person who fired you or who failed to hire you," he says. ????That's no easy task, under any circumstances. |
