Age Discrimination

Every worker grows older and Federal and state laws protect against age discrimination in all aspects of employment. Employers are forbidden from considering age as a factor in deciding whom they will hire for a job, deciding who they will fire, promote, give assignments, provide raises or benefits, or provide training. Federal, state, and local laws also protect against an employer forcing retirement (with few exceptions) or to limit opportunities for older workers to advance in the workplace, particularly when targeted based on stereotypes that are unsupported by objective facts.

Testimonial Background
It is the very essence of age discrimination for an older employee to be fired because the employer believes that productivity and competence decline with old age.”
— U.S. Supreme Court, 1993

Employees Rights Lawyers in the Greater Washington D.C. Area

Correia & Puth attorneys work to hold employers accountable when they use an employee’s age as a factor against them at work, instead of valuing the experience and perspective that older workers bring to the workplace. We have represented employees subjected to age discrimination under both state and federal law. We have negotiated on behalf of workers who experienced discrimination in violation of the Age Discrimination in Employment Act and local laws such as the District of Columbia Human Rights Act, the Prince Georges County Human Rights Act, and the Montgomery County Human Rights Act.

The lawyers at Correia & Puth have the experience and commitment to fight employers who use age bias to discourage older workers from staying on the job or keep them from advancing in their careers. Recently, for example, Linda Correia negotiated a settlement against a local hospital on behalf of a senior manager who was passed over for promotion to an executive position in favor of a much less experienced employee. The negotiated resolution of the case included putting the employee in the position to which she should have been promoted, back pay for lost earnings and reassignment of the underqualified employee to a different position. In another recent case, Correia resolved claims on behalf of a sales representative with 30 years of experience, whose employer took away half of her clients and assigned them to sales reps in their 30’s without adjusting her annual sales goal of $1.6 million. Jonathan Puth also represents age discrimination clients currently in active litigation.

Have You Faced Age Discrimination?

The law provides broad protection from age discrimination. For example, recent cases have held employers accountable for age discrimination where they suddenly faulted an employee for his failure to “keep up” with changes in the industry, or criticized the employee’s “current” business acumen or knowledge of computer technology, or whether he was up to the job in the “hard driving culture” of the company.

If you have been a target of age discrimination or retaliation because you made a claim of age discrimination, the lawyers at Correia & Puth can help you hold your employer accountable. We can guide you through the process of making a complaint to your employer, the United States Equal Employment Opportunity Commission (EEOC), or to a state or local agency. We take on the burden of negotiating with our clients’ employers or former employers for fair resolution of claims or file a lawsuit where necessary to achieve our clients’ goals. Please contact us today.

Practice Areas

Accommodations for Disabilities

We are committed to ensuring that all employees with disabilities have equal access to the workplace.


Age Discrimination

We fight employers who use age bias to discourage older workers from staying on the job or keep them from advancement.


Corporate Accountability

Corporations must be held accountable for wrongdoing, and whistleblowers often keep employers honest.


COVID-19 Protections for Health Workers

If you are a health care worker facing retaliation because you raised concerns, there are laws in place to protect you.


Disability Discrimination

We are dedicated to safeguarding the rights of individuals with disabilities and vigorously advocate for equal access.


Equal Pay Rights

Motivated by our commitment to workplace fairness, we fight employers who have shortchanged an employee because of bias.


Family & Medical Leave Discrimination

The FMLA provides job protected leave so that employees are not forced to choose between their job and caring for loved ones.


Family Responsibilities Discrimination

Employees should not be penalized for taking care of their loved ones, and we are committed to fighting for your rights.


Federal Employees

We help federal sector employees understand workplace rights and navigate the unique federal agency employment context.


Federal Employee Whistleblower Protections

Employees and contractors of the federal government have strong protections from retaliation for speaking out.


Gender Identity Discrimination

We believe no employee should face harassment, discrimination, or retaliation because of who they are or how they identify.


National Origin Discrimination

We believe all employees should be given a fair chance to succeed regardless of their culture and background.


Pregnancy Discrimination

Pregnancy and motherhood are not incompatible with work. Our firm fights for expecting mothers and mothers with newborns.


Race Discrimination

Employers are forbidden from making decisions to hire, fire, promote, or to provide training or other benefits because of a person’s race.


Religious Discrimination

We value individuals' religious beliefs and personal choices and are committed to ensuring the ability to practice without fear.



We believe that employees should be able to assert their legal rights without risking their livelihoods.


Severance Agreements

Our practice of negotiating severance agreements is built upon years of experience working on behalf of employees at all levels.


Sex Discrimination

We work to eliminate gender discrimination, unfair pay, sexual harassment, and unlawful glass ceilings.


Sexual Harassment

We are dedicated advocates for the right to a workplace free from a sexually hostile work environment.


Sexual Orientation Discrimination

We believe that no employee should be fired, shortchanged, or treated differently because of who they are and whom they love.


Title IX Claims

We are a national leader on use of Title IX as an effective tool for an educational environment free from discrimination and retaliation.


Veterans (USERRA)

USERRA provides job protections to employees who temporarily leave private employment for military service.


Wage & Commission Claims

We fight employers who have wrongfully withheld salaries, commissions, and wages, and hold them accountable for what's unpaid.


Whistleblower Retaliation

Employees should be free from intimidation, harassment, or threats when taking a stand against wrong or unsafe workplaces.

It takes courage to fight back against those who discriminate.
Contact us to see how we can help you.