Lieff Cabraser Civil Justice Blog
Kelly Dermody Comments on Ageism in Tech

Business Insider Zeroes in on Age Discrimination in Tech

Lieff Cabraser Employment Practice Group Chair and San Francisco Office Managing Partner Kelly M. Dermody spoke with Business Insider reporter Julie Bolt on aspects of labor law and the tech world. This was part of a Business Insider report on age discrimination in the tech world, where the publication noted that there’s a “deadline of sorts” that hits workers around age 50.

“What’s happening in the tech sector is a general trend toward youth,” Ms. Dermody noted. “At some Silicon Valley companies, the top executives are explicit in their preference for workers under 35.”

Nevertheless, as Ms. Dermody explained, firing people based on their age is illegal.

In 2012, across all industries, there were about 3,500 age discrimination employment complaints filed with California’s Department of Fair Housing and Employment. By 2014, age complaints increased to more than 4,500, Business Insider reported. To the surprise of many, more Californians are filing discrimination cases around age discrimination than for alleged racism, Ms. Dermody told Business Insider. While the cases can be difficult to prove, more people are filing such lawsuits.

“In California in the last couple of years, age claims as a percentage of claims within the state agency have been much higher. They are leading out claims of race,” Dermody noted.

Read the full article at Business Insider.

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Lieff Cabraser’s nationally-recognized employment lawyers are litigating many of the most significant employment class action lawsuits in our nation today. These cases challenge gender and race discrimination, where female or minority employees are not hired, are paid less than their white male counterparts, or are given fewer opportunities to advance at the company; policies requiring hourly workers to report to work early, stay late, or work through breaks for no pay (off-the-clock work); policies classifying employees as salaried who should have been classified as hourly workers and received overtime pay; and pension plan abuses under Employee Retirement Income Security Act (ERISA) claims on behalf of employees and retirees.