Is a hostile work environment based on an employee's age a viable claim? The Fifth Circuit ruled recently that a claim for hostile work environment based on age may be advanced under the Age Discrimination in Employment Act (ADEA) in Dediol v. Best Chevrolet, No. 10-30767 (5th Cir., September 12, 2011). The Fifth Circuit followed the Sixth Circuit's decision in Crawford v. Medina General Hosp., 96 F.3d 830 (6th Cir. 1996).
« Are Social Workers Exempt from Overtime Pay Requirements? | Main | Police Officers' Bill of Rights Applies to All Complaints, Kentucky Supreme Court Rules »
September 27, 2011
Hostile Work Environment Based on Age Is Actionable, Fifth Circuit Rules
| | |
| | |
Comments
"Lets have faith that right makes might; and in that faith let us, to the end, dare to do our duty as we understand it." - Abraham Lincoln
Categories
- ADA
- age discrimination
- Americans With Disabiliites Act
- arbitration
- association discrimination
- cancer discrimination
- class action
- damages
- defamation
- disability benefits
- disability discrimination
- discrimination
- employee benefits
- employee privacy
- employment discrimination
- ERISA
- Fair Labor Standards Act
- False Claims Act
- Family Medical Leave Act
- fiduciary duty
- First Amendment
- FMLA
- fraud
- health insurance
- hostile work environment
- Kentucky workers compensation
- long-term disability benefits
- noncompete agreement
- overtime
- pregnancy discrimination
- race discrimination
- religious discrimination
- retaliation
- RICO
- sex discrimination
- sexual harassment
- Title VII
- USERRA
- wage theft
- wages
- Wal-Mart
- whistleblower
- workers compensation
- wrongful discharge