by Linda Ann Nickerson

Created on: May 09, 2007   Last Updated: May 10, 2007

Age discrimination is illegal, and it is a serious charge. Simply put, once you have been hired for a job, you should not be fired for being too old or too young.

Here's what you can do, if this happens to you:

1. Be sure of it! If you are labeled as a mudslinger, you will not help your career at all, particularly at your previous company. Other potential employers may pass you over as well.

However, if you suspect your employer has canned you because of your chronological age, then you can address this professionally and perhaps legally.

2. Go higher than your boss. Try to meet with the top executives, or at least your division leaders. Did your supervisor have a legitimate concern with your performance or your ability to perform your job? Can you find facts to support your suspicion that you experienced age discrimination?

Perhaps such a meeting will turn the bosses' heads towards your own manager. Maybe the wrong person has been fired.

Even if you are not rehired, you may be able to obtain helpful professional references and contacts in the process.

3. Seek legal assistance. If this attempt is not fruitful, but you sincerely believe you have a case, you will need to consult an attorney. Try to find a lawyer who specializes in human resource cases.

He or she will counsel you to gather evidence, if you can. Do you have documentation of any prejudicial events or actions? Can you produce copies of your past performance reviews to demonstrate that you were a valuable and hard-working employee? (This will help to build the case by establishing that you merited keeping your position.)

If you win, in or out of court, you may receive a financial settlement. Chances are, you will not get your job back. By then, you may not want it!

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